Navigating Emotional Labor for BIPOC Workers
By: Bryetta Calloway
Introduction
The Managed Heart, written by sociologist Arlie Russell Hochschild, introduced the concept of emotional labor to the world, providing invaluable insights into the emotional dynamics of service-oriented professions. Recently, I’ve been exploring and sharing the concept of emotional labor, how it impacts workers, and the unique challenges faced by Black, Indigenous, and People of Color (BIPOC) workers in navigating their emotions while dealing with microaggressions and bias in the workplace. By understanding these nuances, employees can learn to safely feel their emotions and develop strategies to manage emotional labor more effectively.
Emotional Labor: A Brief Overview
Emotional labor refers to the process of managing emotions to fulfill the emotional requirements of a job. Hochschild's work focuses primarily on service industry workers, who are often required to display certain emotions to create a positive customer experience. This labor is physical and emotional, as workers must suppress or modify their emotions to adhere to organizational expectations.
The physical, emotional, and psychological ramifications of suppressing emotions at work can impact an individual's overall well-being. When employees are forced to suppress their emotions through implicit or explicit workplace policies, they may experience a range of negative consequences. Physically, the constant pressure to conform to emotional expectations can lead to chronic stress, which manifests in various health issues such as headaches, muscle tension, and gastrointestinal problems. Also, prolonged stress can compromise the immune system, making employees more susceptible to illnesses and reducing their overall physical health.
Emotionally and psychologically, the suppression of emotions can contribute to many mental health issues, including anxiety, depression, and feelings of alienation. As employees continuously modify or conceal their genuine emotions, they may experience emotional dissonance, leading to feelings of inauthenticity and self-alienation. Over time, this dissonance can contribute to diminished self-esteem, as individuals may begin to question their self-worth and struggle to maintain a coherent sense of identity. Moreover, as the emotional toll of suppressing emotions continues to mount, employees may be at increased risk for burnout, characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment. In extreme cases, the psychological consequences of prolonged emotional suppression can even result in more severe mental health disorders, such as major depressive disorder or generalized anxiety disorder.
The Cost of Emotional Labor
While emotional labor may seem like an essential aspect of many professions, it can negatively affect workers. The constant need to suppress or fake emotions can lead to emotional dissonance, which is the discrepancy between the emotions a worker feels and those they are expected to display. This dissonance can result in emotional exhaustion, burnout, and decreased job satisfaction.
The cost of emotional labor and prolonged emotional dissonance can have significant implications for psychological safety in the workplace. Psychological safety refers to an individual's perception of the consequences of interpersonal risks, such as speaking up or expressing vulnerability. When employees are forced to suppress their emotions, they may feel less comfortable sharing their thoughts, feelings, and concerns with their colleagues and supervisors. This can stifle open communication and hinder the development of trust among team members, leading to a less collaborative and innovative work environment. In the long run, psychological safety can impede organizational growth, as employees may become less engaged, less productive, and less likely to contribute to the company's overall success.
The cost of emotional disengagement and the subsequent employee turnover and burnout can be substantial for businesses that fail to recognize the impact of emotional labor. According to a Gallup study, disengaged employees cost the US economy between $450 billion and $550 billion annually in lost productivity. Furthermore, a study by the Society for Human Resource Management (SHRM) found that replacing an employee can cost an organization six to nine months of salary, including recruitment, training, and lost productivity costs. Burnout, often linked to emotional dissonance, is another significant factor in turnover and can lead to increased absenteeism, reduced productivity, and higher healthcare costs. In fact, a 2017 study published in the Annals of Work Exposures and Health estimated that workplace stress and burnout cost US businesses up to $190 billion per year in healthcare spending. These figures underscore the importance of addressing emotional labor and its consequences, as failure to do so can lead to significant financial costs and hinder an organization's long-term success.
Emotional Labor for BIPOC Workers
BIPOC workers face unique challenges in the workplace, as they must not only navigate the emotional demands of their job but also deal with microaggressions and bias. Microaggressions are subtle, often unintentional, expressions of racism, sexism, or other forms of discrimination that can manifest in various ways, such as demeaning comments, stereotyping, or dismissive behavior.
The added emotional labor of coping with these microaggressions and biases can compound the emotional exhaustion experienced by BIPOC workers. This emotional burden can create a sense of isolation, further impacting their emotional well-being and job satisfaction.
BIPOC workers face unique challenges that impact the emotional demands they experience in the workplace. In addition to the emotional labor associated with their job roles, they must also navigate a complex web of racial and ethnic biases, stereotypes, and systemic discrimination. These challenges can manifest in several ways, including limited access to career advancement opportunities, wage disparities, and cultural misunderstandings. Furthermore, BIPOC workers often encounter heightened expectations to "prove themselves" or conform to majority culture norms, amplifying their pressure to manage their emotions and maintain a professional demeanor.
Implications of Sustained Exposure to Microaggressions
Sustained exposure to microaggressions can have severe implications for BIPOC workers. Microaggressions are subtle, often unintentional, expressions of racism or discrimination that can negatively impact an individual's psychological well-being. According to a study by Sue et al. (2007), microaggressions can lead to various mental health issues, including anxiety, depression, and trauma. Moreover, a 2020 study by Williams, Chapman, Wong, and Turkheimer found that exposure to everyday discrimination and microaggressions predicted greater psychological distress and lower life satisfaction in a diverse sample of adults. The cumulative effect of these seemingly minor incidents can contribute to a hostile and unwelcoming work environment, eroding the trust and support necessary for BIPOC workers to thrive professionally.
Physical and Psychological Impact of Emotional Exhaustion on BIPOC Workers
Emotional exhaustion, which can result from the constant emotional labor required of BIPOC workers to navigate microaggressions and biases, can have severe physical and psychological consequences. According to a 2019 study by Hicken et al., experiences of discrimination were associated with higher allostatic load, a measure of the body's physiological response to chronic stress, in a sample of African Americans. This indicates that the stress of discrimination and microaggressions can have tangible adverse effects on physical health. Psychologically, emotional exhaustion can lead to feelings of detachment, helplessness, and hopelessness, which may contribute to developing depression or anxiety disorders. A 2018 meta-analysis by Pascoe and Richman found that experiences of racial discrimination were associated with negative mental health outcomes, including depression, anxiety, and psychological distress, across diverse racial and ethnic groups.
Emotional Abuse and the Correlation with Microaggressions
The growing trend of emotional abuse toward BIPOC workers is similar to emotional abuse experienced in intimate relationships or friendships. Emotional abuse can include manipulation, humiliation, isolation, and gaslighting, which undermine an individual's sense of self-worth and autonomy. In the context of microaggressions, BIPOC workers may experience comparable forms of emotional abuse through demeaning comments, stereotypes, or dismissive behaviors. The negative impacts of emotional abuse in interpersonal relationships have been well-documented, with studies showing that victims of emotional abuse often suffer from anxiety, depression, and low self-esteem (Evans, 2007). Similarly, the cumulative effect of microaggressions can lead to adverse psychological outcomes for BIPOC individuals, highlighting the need for organizations to address these issues and promote a more inclusive and supportive work environment.
Strategies for Safely Feeling Emotions at Work
To safely feel and navigate emotions at work, both BIPOC and non-BIPOC workers can adopt several strategies to manage emotional labor more effectively:
Self-awareness: Developing self-awareness is crucial for managing emotional labor, as it helps workers understand their emotional triggers and responses. A 2018 study by Sharma and Sharma found that self-awareness significantly positively impacted emotional intelligence, which was associated with better psychological well-being. To cultivate self-awareness, workers can engage in self-reflection, journaling, or seeking feedback from trusted colleagues. These practices can help employees better understand their emotions, identify patterns, and develop more effective strategies for managing emotional responses.
Emotional regulation: Emotional regulation techniques, such as deep breathing, mindfulness, and grounding exercises, have been found to help individuals maintain emotional equilibrium. A 2014 meta-analysis by Goyal et al. found that mindfulness-based interventions effectively reduced stress, anxiety, and depression. Employees can incorporate these practices into their daily routines or participate in workshops and training sessions to learn and apply emotional regulation techniques. Consistent practice can foster resilience and improve emotional stability in challenging situations.
Support networks: Building a strong support network of colleagues, friends, and family has been shown to help workers process and cope with their emotions. According to a 2011 study by Ozbay et al., social support significantly impacts mental health, acting as a buffer against stress and promoting psychological well-being. Employees can strengthen their support networks by fostering genuine connections, engaging in open communication, and seeking opportunities for collaboration. Encouraging a supportive workplace culture can also create a sense of community and belonging for all employees.
Establishing boundaries: Healthy boundaries are essential for protecting one's emotional well-being. Workers can establish boundaries by setting clear expectations, communicating their needs, and prioritizing self-care. Managers can support boundary-setting by respecting employees' personal time, promoting work-life balance, and encouraging open dialogue about workload and emotional well-being. A study by Steger and Dik (2009) found that employees who successfully maintained work-life boundaries reported higher job satisfaction and lower work-related stress.
Advocacy and allyship: Non-BIPOC workers have a crucial role in supporting their BIPOC colleagues by actively combating microaggressions and bias in the workplace. According to a 2019 study by Sawyer et al., allyship behaviors were associated with increased workplace satisfaction and reduced turnover intentions among racial and ethnic minority employees. To foster advocacy and allyship, non-BIPOC workers can educate themselves about systemic racism, engage in bystander intervention training, and promote inclusive policies and practices within their organizations. Creating a culture of allyship can contribute to a more inclusive and equitable work environment for all employees.
Conclusion
Navigating emotional labor in the workplace can be challenging, particularly for BIPOC workers who must cope with microaggressions and bias. By understanding the concept of emotional labor and employing strategies to manage it effectively, workers can create a more supportive and inclusive work environment.
In conclusion, exploring emotional labor, its impacts on BIPOC workers, and strategies to navigate these challenges are essential for creating a more equitable and inclusive work environment. As a consultant and researcher who has spent the last three years engaging with People teams, HR experts, and BIPOC employees across the country, I have witnessed firsthand the importance of addressing emotional labor and advocating for psychological safety in the workplace. The insights gained from my research, interviews, and the reading of The Managed Heart have highlighted the need for organizations to prioritize the emotional well-being of their BIPOC employees as the last frontier in promoting a truly inclusive and supportive work culture.
A growing body of research demonstrates the benefits of fostering healthy and supportive emotional cultures for BIPOC workers. A 2018 study by Stephens, Hamedani, and Townsend found that a positive and inclusive workplace culture significantly improved job satisfaction and well-being for employees from underrepresented racial and ethnic backgrounds. Moreover, a 2020 study by Carter et al. found that psychological safety was critical in enhancing diverse teams' creativity, innovation, and overall performance.
By proactively addressing emotional labor and its unique implications for BIPOC workers, organizations can empower these employees to advocate for their psychological safety and well-being intentionally. This commitment to creating a supportive environment for all employees has moral and ethical implications and contributes to the organization's overall success and growth. As we continue to learn more about the complexities of emotional labor and its impact on BIPOC workers, we must use this knowledge to inform our practices, policies, and advocacy efforts, paving the way for a more just and inclusive workplace for all.
About Bryetta
Bryetta Calloway is an actress, executive, and speaker whose work has focused on amplifying traditionally marginalized narratives and stories. With a background that spans tech startups, nonprofits, and academia, she has launched and grown brands that span several industries. Her research, featured on Bloomberg’s Black Business Beat, is dedicated to exploring the reality of Black women, professional burnout, and corporate America. As a speaker, she is sought after to speak on issues ranging from DEIB, leadership and executive development, and corporate culture. Bryetta graduated from New York University and spent more than a decade in New York City as an actress, singer, performer, and marketing professional. She now splits her time between her homes in New York City and Atlanta. Her podcast, “I’ve Been Thinking…” is dedicated to amplifying the voices of BIPOC women and has created a platform for young Black and Brown women to strengthen their voices and contribute to the collective narrative of women across the globe.
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