“Profit is important to business, but not more so than being a decent, caring human.” ~Mythica
Post Pandemic businesses have been having a hard time filling positions. Line cooks for example. But not many people know that line cooks had the highest COVID death rates from exposure even more than health care workers.
(https://www.cnbc.com/2021/02/02/jobs-where-workers-have-the-highest-risk-of-dying-from-covid-study.html#:~:text=A%20new%20study%20from%20the,even%20more%20than%20healthcare%20workers.&text=Line%20cooks%20had%20a%2060,mortality%20associated%20with%20the%20pandemic. ) So when people put out they are looking for line cooks there is a reason experienced cooks aren’t lining up for low-pay and high risk work.
So the argument is the government subsidizing pay is more than actual work, it means jobs are underpaying staff, not that the government is undermining the workforce. Yet no one wants to pay what is called living wages because the argument is everyone would go out of business if they did. This is the very definition of a cultural belief. Our culture of profit is primarily based on the abuse of its workforce. Now there are businesses out there who value their employees and make it work, but they are not the majority. The disparity of wages between workers and CEO’s and CFO’s are well known, 320 times the average worker.
(https://www.epi.org/publication/ceo-compensation-surged-14-in-2019-to-21-3-million-ceos-now-earn-320-times-as-much-as-a-typical-worker/ ) But pointing this out has done nothing to change the disparity because it is a part of American business culture.
Similarly, teachers are in short supply, not just for the lack of pay but because the abuse from entitled parents and work expectations are also abusive. @abbynormansays of Twitter says she earns more in 15 hours as a bartender with less verbal abuse and reminds people this is why there is a shortage. We think it is ok to verbally abuse not just teachers, but waitresses, and employees of all kinds. Most everyone just keeps their heads down and takes it because they have rent to pay, then leave and play the game again. But the rest from the pandemic has given many people a new perspective. They aren’t willing to get back to abusive management styles, and robbing people of time with their family and loved ones.
( https://www.tinypulse.com/blog/17-surprising-statistics-about-employee-retention )
Entitled customers are also the reason people are not ok with certain positions. In recent years people have been filming, and taking pictures and creating meme’s of “Karens.” (or for males, Ken) This most often happens to service industry based workers, restaurants, stores, and service based businesses. So employees may not only have abusive managers, but customers as well which create stress from every side. Long hours, no breaks, or unreasonable breaks. Amazon has scheduled breaks, and not enough bathrooms and penalizes employees. ( https://www.dailydot.com/debug/viral-tiktok-amazon-tracks-breaks/ ) I spoke with a Taco Bell employee a month prior to the lockdown who was told he would be fired if he didn’t come into work, even though he was sick. It was a part of our culture to work while sick. The pandemic has changed that, but I wonder how long it will take for that to fade away to be forced to work while sick again.
10 million people a year experience domestic violence, and those are only the ones reported. Many of whom have a job where the behavior is merely toned down, because abuse is a mindset. (https://en.wikipedia.org/wiki/Domestic_violence_in_the_United_States#Statistics ) There are mental and emotional bullies as well. This abuse is its own kind of pandemic, and it is pervasive. We accept it because it is a part of our culture to “mind our own business.” “Walk away.” “Don’t get involved.” “You can’t prove it.” Etc.
So this is a very small amount of the problem, really we have been showing SYMPTOMS. Really it’s about inherited fear and scarcity. Then what is the solution? Making compassion a part of business culture. Making the happiness and contentment of employees a part of our belief structure. Making kindness a company policy. Finding out what employees need in their interviews to feel like they can stay long term, with family needs, mental and emotional health benefits (meaning taking a day off without having to lie or make an excuse.) Helping form long term positive relationships inside work environments. Empowering employees to not take abuse from customers. Finding private ways to give feedback about management which allows for education, growth, and change when needed. Making a long term life with an employee can also mean long life for the business.
All this takes time, commitment, and changing the culture. This is a long term goal, but one which will not only save a business money in the long run, but keep people from dying from stress, and or leaving.
( https://www.tinypulse.com/blog/17-surprising-statistics-about-employee-retention )
There are many businesses who are modeling this for us now in the world. We just need to let them lead the way and inspire us. We can’t make kindness mandatory, but we can make it a new American business cultural value.
( https://www.businessinsider.com/large-companies-best-culture-comparably-2020-12 )
Profit is important to business, but not more so than being a decent, caring human. In business this translates as a company value. Quality of life is not just at home, but in our business where we often spend the majority of our lives. I don’t know how to help a company add this to their cultural values like Wal-mart for example. But perhaps this can help start a dialog. We have to start somewhere.
Mythica Blessyng
July 20th, 2021