There’s this thought floating around in my head and I’d like to share it with you. It involves all the recent media coverage about the shrinking middle class and the rise in poverty. Regardless of your political persuasion, the stats seem to suggest the wealth gap is widening.
As a society, we’re generally not too comfortable talking about money. Our parents told us not to talk about how much money we have or don’t have. We only talk about our salary with people “in the know” – our boss, human resources, family, etc. However, at some point, we have to get real and discuss the fact that 1 in 6 Americans live in poverty.
Think about that the next time you’re at a conference, in a work meeting, attending worship services, etc. 1 in every 6 people around you could be living in poverty. That means maybe you can afford a Starbucks every morning, trendy shoes or a big fancy vacation, but not everyone in the room can.
Now let’s apply this idea to the workplace. 1 in 6 employees might be living in poverty. Companies and managers need to understand it’s unacceptable to judge people based upon their economic status. For instance:
Clothing: I know, I know. The whole dress code thing again. I promise not to get on my soapbox, but when we advise colleagues to ditch the 80’s fashion or not wear their engagement ring to an interview aren’t we in essence pointing out just how superficial we are? That your attire trumps your abilities? And the real question is, what happens to those employees who are brilliant but can’t afford the latest trend in sneakers?
Internet: Fran Melmed at Free Range Communications shared some information about internet access across America not being equal. It’s really fascinating. But it raises the question: do companies make the assumption that all of their employees have computers with high-speed internet at home? So they can take work home to finish? If I have to choose between feeding my family and DSL, which do you think will win out?
Cell phones and equipment: I’ve been hearing about this new trend in business called “BYO” – bring your own equipment. Obviously, this is great if you have better equipment than the company is willing to pay for. I can’t help but think about the reverse. What if I don’t have the best and fastest computer technology? Does this mean I don’t get the job? Or if I do get the job that I’m doomed to fail because I can’t possibly perform at a high level because I can’t afford the equipment the company won’t pay for?
Training and professional development: The trend today is for employees to contribute in some way to their professional development. And I have to say I support this trend. But I’m starting to struggle with what “contribute” looks like. I know of many companies that will give an employee time off to attend a conference but the conference expense is the employee’s. What happens if an employee’s personal budget won’t allow for it? Are they becoming disadvantaged in some way due to lack of professional development?
I’m sure there are more examples but this gives you an idea of what we face if we don’t embrace economic diversity. If it isn’t happening already, I wonder how many managers are offering career advice like:
You need to look the part to be taken seriously in meetings. Go buy some new clothes.
Whatever you do, don’t tell the vice president you live with your parents. He’ll think you’re a loser.
Even if an employee wants to attend the conference, would love to buy new clothes and give anything not to live with mom and dad, the reality may be they just can’t afford to change the situation. Businesses and their leaders need to sensitize themselves to the fact that smart, hard-working people who can deliver big results for their companies not only have different genders, skin colors, and religions but different sized bank accounts.
Image courtesy of Kevin Burkett
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Luke says
Karen,
you are right. However, this is just a beginning of the new trend in businesses. We will see even more contribution from employees in the future. The organizations make more and more cost cuts every day to be competitive.
Organizations have to make cuts as they can offer some jobs. It is the reality of the day. They cannot choose to be more generous. However, managers will definitely adjust their behavior to the new reality. They cannot expect anyone living on debts anymore.
They cannot expect a fresh graduate buying a new home immediatelly. The fresh graduate will have to save money for a long time before buying the first house. The debt economy is over.
Luke
RMSmithJr says
Yes. Good Points.
I’m currently reading Naked Economics by Charles Wheelan. This book is not only an eye opener, but succintly undresses & describes economics economics in a friendly manner. Dovetails nicely with your points.
Kay says
Sharlyn,
Great post. When I worked at a bank all the top level execs had a brown bag lunch everyday unless they had a client meeting. They were frugal and wise. The more we make it ok to be “money conscious” then employees may start sharing ideas on ways to save and to spend their limited “discretionary” income more wisely. Imagine “water coolers” change from idle gossiping about who doesn’t have the latest clothes to frugal ways to save money. Conversations about how to barter goods and services to save. Then employees have a better chance of saving and investing in themselves to keep themselves marketable and employed.
Robin Schooling says
Another thing that has always bothered me is organizations that require their employees to use their personal credit cards/debit cards/cash to cover travel expenses for required travel and then wait for reimbursement. Sometimes, for one event/trip, this can run into the thousands of dollars since it always seems that the corporate event/meeting planners often like to choose an expensive venue, don’t they?
Bad practice. If you’re going to require that your employees travel – don’t assume they can float the cash (or credit) to make it happen.
Melissa Fairman says
Some great points here! I think the workplace has changed and will continue to change based on the new economic reality. You’ve brought up some issues that are just starting to percolate in organizations.
Regarding your point about clothing, I agree it’s superficial to advise people to ditch the 80’s suits, however it’s also wrong to ignore reality. That reality, right or wrong, is that people do make snap judgments based on things like clothing. People don’t need the latest and greatest Puma’s but I think they should make an effort to make a good impression; of course that might mean NOT wearing tennis shoes to the office 🙂
Rosie Taylor says
Eye-opening insights Sharlyn. Bottom line: between clothing, technology & training it amounts to financial obligations on the employee’s part. I agree that employees need to take ownership of their training, but there should be some sort of system to make it accessible for all. Maybe a sliding scale? A scholarship for those who measurably perform? I agree that organizations are not as sensitive or supportive to the employee’s resources. They are being reactive in trying to cut costs instead of being innovative in their business practices and save operational costs in other ways.
Frank Roche says
Very, very good. And so true. The old rules are old. They don’t work. So many are out of jobs…and need to work. They want to work..and we need to open that up to them.
I also refuse to believe that work is nothing more than a financial exchange. There has to be meaning, too.
Karen Bice says
Excellent post, Sharlyn. Society as a whole needs to realize that while one may be “able” to afford wireless/cable service for the internet and smartphone to keep up with technology and stay competitive in the job market, this may preclude someone from affording healthcare insurance or even health care services. This of course is another issue of the current economy. However, you would be surprised at the number of people who judge people in this situation as being irresponsible and therefore unworthy of healthcare at all. More people these days are caught in a Catch22, and there’s no easy solution.
Daniel Bloom says
Sharlyn,
I added an exact copy of your HR Bartender to our blog at HR Strategist@Net-speed. Thank you for the great piece. I do not as a policy ever post verbatim from another blog but your piece hit me where I felt I had to share it.
Sharlyn Lauby says
Thanks everyone for the comments and additional insights.
I agree with the comments about personal finance. Many people are cutting up their credit cards and paying for things with cash. Companies will have to rethink the expectation that everyone has a personal credit line available to pay for things then wait for reimbursement.
This conversation also applies to volunteerism. Years ago, I was the president of an association that reimbursed board members. There were times when the organization owed me thousands of dollars. And board members would resign because they couldn’t afford to wait for reimbursement. Financial status should not be a qualification to give to your community. It took some convincing but, over time, we were able to change our processes so board members didn’t have significant out of pocket expenses.
Changing our own mindset is key. As long as making snap judgments is acceptable, people will continue to do it. If we start talking change and raising awareness, we can get others to move away from such superficial practices.
P.S. Here’s the link to the book Naked Economics (mentioned by Robert) in case you’d like to check it out. http://www.amazon.com/Naked-Economics-Undressing-Dismal-Science/dp/0393049825
fran melmed says
sayings are considered trite because of their overuse, but the idea of “walk in my shoes…”? we could use a little of that perspective, at all levels.
thanks for the reminder, sharlyn.
f
Sharlyn Lauby says
Hi Fran. Thanks for the comment. And posting the terrific piece on internet access.
As for walking in other’s shoes, Life Inc. posted this article yesterday, “Can you live on $9/hour? Play the game.” It’s worth spending a few moments and going through the activity. For many, it’s not a game.