Emotional labor: something we give daily, often without much consideration. And, it is also something we demand daily from others. Again, this expectation often stems without much thought or deep analysis as to why we expect others to give their emotional labor freely and what the ramifications and costs are for that individual.
Let’s back up for a moment: what is emotional labor? Here are a few examples and perspectives:
“In a work context, emotional labor refers to the expectation that a worker should manipulate either her actual feelings or the appearance of her feelings in order to satisfy the perceived requirements of her job. Emotional labor also covers the requirement that a worker should modulate her feelings in order to influence the positive experience of a client or a colleague.” – Rose Hackman, The Guardian
“Emotional labor includes the management of negative emotions and the cultivation/performance of positive emotions as determined by the nursing role (Bolton, 2001). In addition to the specialized, technical labor required of today’s nurses, they are required to effectively manage their own and others’ (e.g., patients, physicians, aides, coworkers) emotions, so patients and their families retain a sense that calm, confident, and effective care is being provided. As others have shown, however, the expectations surrounding the performance of such emotional labor—or the management of one’s observed emotional displays for pay (Hochschild, 1983)—are not equally distributed across all occupational sectors or incumbents (Fixsen & Ridge, 2012; Wingfield, 2010a). Beginning with Hochschild’s (1983) original study, for example, the performance of emotional labor has been framed as a gendered experience linked to sociocultural stereotypes of women as more emotionally competent and community-oriented (Ridgeway, 2008).” – “I Can Never Be Too Comfortable: Race, Gender, and Emotion at the Hospital Bedside”, , and , National Institute of Health
““When they go low, we go high,” said Michelle Obama during that epic, make-you-want-to-cry speech on the first night of this year’s Democratic National Convention in Philadelphia. For the next 15 minutes, Mrs. Obama moved a nation from the needle of fear and hate sharpened so dangerously by Donald Trump. FLOTUS spoke to the hearts of a country, dealt with the hate of an opponent, invoked a bloody history, and re-imagined “Make America Great Again” to “America is the greatest country on earth.” She lifted the DNC from confusion and controversy to optimism and committed engagement. Essentially, FLOTUS was doing the emotional labor so many Black women do in nation building, movement building and electoral politics. Black women’s emotional labor matters.” – Esther Armah, Ebony Magazine
Bottom line: there are expectations built within our culture that women, especially women of color, have to take on certain tasks and perform in certain ways. Why? Somewhere in our DNA, we were born with a skill set that makes us the best:
- event planners
- customer service representatives
- wait staff
- flight attendants
Whatever we can do to make your experience the most pleasant, we will. Or, at least that’s the social value underpinning the concept of emotional labor. And that value does not require or even suggest that women should receive greater financial compensation for that work; equal access to power or decision-making; or even outward acknowledgement of their contributions.
Conversations around emotional labor are happening with greater frequency, which is great. Yet, how do we shift from deep discussions to real actions to address this social and economical inequity?
Reader! You can make an impact on this at your workplace, on boards you sit on, wherever you have the space to exercise privilege and power. And, you can most certainly take responsibility for shifting these norms within your own mind.
Don’t pigeonhole women to play key roles within a team/organization.
Y’all: I’m tired of the assumption that because of our “good handwriting” or “innate skills” we will want to be the secretary/note-taker of the group. Those roles require the individual to divide their attention between participation and record-keeping, which means less opportunity to fully participate in the process. Women, especially women of color, have been shut out of these processes for eons. Step up and assume that role. Hold other men in the group accountable for doing the same.
Provide financial compensation for trainings, speaking engagements, and knowledge-sharing.
I work in the nonprofit sector, and I get it: we feel stretched when it comes to allocating funding for professional development and thought-leaders. Whether we’re planning a conference or hosting a forum, we request that experts donate their time and talent for our cause/purpose. Good for our bottom line = not equitable for said speaker.
We live in a world where we have access to vast amounts of information, and most of it comes without a price tag. At least, a visible one. But, we need to recognize that within that tweet (shout-out to Monét Noelle Marshall who educated me on this frequent type of informational co-option sans compensation) or workshop, someone is providing a service for you. They aren’t just “doing their job” but are actively participating in arming you with knowledge to make a difference, which will often result in a net positive for you/your organization. Pay them. If you don’t have the means to cut them a check, find other ways to compensate them in the exchange: a meal, in-kind marketing and promotion, etc. While those other options are fine, I would still argue that actual payment in cash is the ultimate goal. We can do a better job to allocate those funds within our budgets from the start. (Yes, we’re talking about being intentional.)
Let go of norms that people in certain jobs should act in a certain way.
There are certain jobs in our world that fall under the category of “performance”: dancers, musicians, actors, etc. The server at the restaurant is not one of those jobs. Neither is a receptionist. There are a myriad of examples where any gendered or non-gendered individual can hold a certain title, but we (consumers) expect different outputs depending on whether we perceive that person as female or not.
It behooves us to question our own emotions when we feel slighted in a service experience. Is our reaction based on our perception that the individual, because of their gender, should have acted in a certain way? What are the dangers of the assumption? Lost wages, lost jobs. The continuation of gendered norms that transfer to the next generation. The toll it takes on that individual (self-worth, self-acceptance).
As a white woman, I cannot and should not speak for women of color who are disproportionately burdened by emotional labor expectations. Here are voices speaking to this intersectional oppression and ways to dismantle such discriminatory norms:
A final takeaway from Adia Harvey Wingfield in a 2016 Atlantic piece on this fraught and frustrating topic:
“On the face of it, emotional labor can seem something normal and commonplace in an economy where service jobs are so ubiquitous. But as a lot of research shows, the pressure to produce and manufacture certain emotional states can be more draining for some employees than others. When thinking through various workplace inequalities, such as wage gaps and a lack of diversity in certain occupations, it’s just as critical to consider how important unseen labor is in shaping how work gets done, and who gets to do it.”
Featured image credit: Clyde Fitch Report: http://www.clydefitchreport.com/2016/02/black-women-misogynoir-communication/