it seems like quiet quitting is everywhere it's the latest critique of workplace culture
as american workers continue to push back against the rise and grind mindset
but what does quiet quitting actually mean and who does it benefit i spoke to sean
harper to get some answers he's the executive director of university of southern california's
race and equity center so what is quiet quitting i think the term itself is probably mislabeled
because people aren't quitting maybe they're quitting the overwork but they're not quitting
their their jobs they're doing what was specified in the job description when they were hired
quiet quitting is workers refusals to go the extra mile so that executives and companies can
earn even more profit it is um setting boundaries right determining that i'm not gonna check email
while i'm at a baby shower or a concert or i'm not going to do work at night and on weekends
the job says that i'm supposed to work from nine to five and i'm gonna work from nine until five
but can everyone afford to set these types of boundaries when does quite quitting apply it also
i think applies more so to white-collar workers and people who work in in offices in managerial or
leadership roles it does not apply to groundskeepers food service workers custodians
uh administrative assistants you know those are roles in most companies that are overwhelmingly
comprised of people of color certain roles may limit a person's ability to quiet quit
but according to harper that's one of several reasons quiet quitting isn't really a thing
among black and brown workers one thing that i hear consistently regardless of the industry from
people of color is that they have to work twice as hard to get half as far in terms of climbing
the corporate ladder if you will so i've just seen no evidence of quiet quitting among folks who are
incredibly ambitious and really care about their careers and understand the racial politics that
have long disadvantaged them so why would they then suddenly start doing the bare minimum
recognizing again that the expectations for them are inequitable as it pertains to advancement
i am such a proponent of employee wellness and i applaud employees across all racial and ethnic
groups people of color and white people alike who say you know what i'm going to do my job and
that's all i'm going to do i'm not going to take on extra labor that is unpaid and undue
stress and so on let me say who is the problem right the executives who evaluate their work
and who make determinations about who gets raises and bonuses and ultimately who gets promoted
finally how does quiet quitting factor into the ongoing conversation about work-life balance
during the pandemic one way that employees are you know taking action is by setting these parameters
and boundaries especially as they're being required to return to on-site work
um you know so i think that when we put these two moments in conversation quiet quitting with
the great resignation i do think that it forces employers to take more seriously the feedback
that employees are giving them about what's reasonable otherwise if
executives and senior leaders draw hard lines people are going to leave they're
going to continue leaving in record numbers to go to other companies that are a lot
more flexible and accommodating i am really grateful that it has invited a conversation
about reasonable expectations and boundaries for the pbs newshour i'm nicole ellis
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