(Work) Relationship Status: It’s Complicated

Welcome to Simply Diversity. This bimonthly letter breaks down key diversity concepts and explains how you can apply them... simply. There are plenty of terms heard ‘round the Internet as we prioritize diversity, inclusion and belonging in everything we do. This newsletter explains what these concepts are, why they’re important, and how to practice them. 

What does it mean that “quiet quitting” is taking workplaces by storm?

As if we needed another signal that employees are sick and tired of working in toxic jobs with no hope for improvement or escape. Barely a year ago we learned that given the opportunity, people will leave! (I called this mass exodus not the Great Resignation but the Great Reevaluation.)

Let’s zoom out on this for a moment. In North America we just wrapped up Labor Day weekend, and it’s had me thinking about how we got here – to a place of labor shortages and quiet quitting as we grapple with an economic downturn. 

And amidst bleak headlines, I also want to answer this question: are things improving? Where are the silver linings? Let’s get into it.

Break it down:

This “labor force reckoning” has been a long time coming. The Covid19 pandemic didn’t create the problems we’re facing today, but it did cause them to boil over. Plenty of people – many of them working class and/or people of color – have been stuck for generations in low-wage, low-mobility jobs. Or jobs they don’t like, jobs they are overqualified for and underpaid in, or jobs with toxic coworkers and managers. But when you’re living paycheck to paycheck and responsible for a family, it’s risky to the point of being untenable to make a bold career change.  

For many, the pandemic and the Black Lives Matter movement after George Floyd was murdered were the shakeup needed to, well, Do Something Different. 

The forced time off work afforded many the mental space to think about what they wanted to do differently, and the time to actually do it. Stimulus money was used to obtain certifications for career advancement. Workforce shortages have forced many employers to put more effort into offering flexible schedules and humane PTO to attract and retain talent. 

The last few years put us through the wringer. I’m not saying it’s been easy or comfortable or simple, nor that the pandemic itself was a benefit. But I bet we can agree that the last few years brought forward workforce issues that have needed attention for years. The last few years shortened our collective tolerance for toxic workplaces, hustle culture, microaggressions, and more. 

Progress is a good – no, a GREAT – thing. It doesn’t always seem that way in the moment, but at some point we will look in the rearview and see how far we’ve come. 

Forward progress is like moving in traffic. When you’re bumper-to-bumper in rush hour, it looks like you’re going nowhere because everyone around you is moving equally slowly (and yes, sometimes road rage is normal! 😂). It’s only when you look back that you realize how far you’ve traveled.

Do Something Different:

This week’s Do Something Different is a little… different. It’s an invitation to focus on improvements and take heart from progress that IS being made. Some of the positive trends that I’m seeing and am excited about include:

• More flexibility in the workplace, including in caregiving leave, PTO, and flexible schedules and workplaces resulting in increased opportunities for individuals with disabilities and neurodivergent professionals.
• Increased awareness of the need and responsibility for companies to take action to reduce bias in their workplaces
• A continued focus on improving workplace culture for all through education and talent management
• Recognizing individuals’ humanity and respecting their identities, such as proper pronoun use.

And if you’re among the many who are “quietly quitting” (which I believe is setting boundaries) or actively looking to make changes, I definitely have some resources for you:

1. My Diversity Recruiting course is free until November 9th! My course teaches you tools to confidently approach your leadership team to ensure that diversity is kept at the forefront of recruiting. You’ll also learn how to successfully implement an inclusive recruiting process: 
2. Making a career change can be tough. Overwhelming. Even… terrifying. I worked as a career strategy coach for years, and I know the struggle is real. I also like to keep things simple! That’s why I created the free Career Toolkit learning path in the Rework Work Community. You’ll learn how to unlock the hidden job market, the confidence and clarity to craft an un-ignorable resume, and more. Join the Rework Work Community to get immediate access to these powerful resources.

Now it’s your turn. Let’s take a moment to celebrate what IS improving. Tell me in the comments: what trends are you seeing that give you hope? What positive personal experiences have you had? I’ve shared a personal example below, and I can’t wait to hear yours. 

We can take comfort in knowing we are moving forward. We are improving. Our voices are starting to be heard.

About Stacey Gordon and Rework Work:

Stacey Gordon is Executive Advisor and Diversity Strategist of Rework Work where she and her team coach and counsel executive leaders on DEI strategies for business, while offering a no-nonsense approach to unconscious bias education for the broader employee population. Stacey’s unconscious bias course was the most popular course on LinkedIn Learning platform in 2021 and it has also been translated into multiple languages. Stacey is also the founder and host of the Rework Work Community, a free diversity, equity, and inclusion learning and practice space for professionals. You can find Stacey’s book, UNBIAS: Addressing Unconscious Bias at Work, at Amazon, Barnes & Nobles, and wherever books are sold.