Over the past few weeks, many colleagues and students on campus have shared experiences of emotional distress. Acknowledging these emotions, several offices across the IUB campus offered spaces where individuals could have conversations about their experiences and responses to the social issues around us. These spaces challenge the traditional workplace approach of dismissing or devaluing emotions by fostering support for emotional well-being. In this Ally Tips, we will examine the persistent stigma around expressing negative emotions in professional environments, particularly its disproportionate impact on women and women of color. We will also explore healthier perspectives on emotions and strategies for providing meaningful emotional support in the workplace.
Emotional Labor
Many people believe that expressing negative emotions is a sign of weakness in a professional setting. This belief, rooted in the patriarchal construct of stoicism, often leads us to suppress or disguise our feelings, a behavior commonly referred to as emotional labor. Hochschild originally coined emotional labor to describe when individuals must regulate or manage personal“facial and bodily expressions” only to exhibit expressions expected in the professions. In short, emotional labor refers to situations in which individuals must suppress and hide their discomfort and frustration at work. Importantly, as Hochschild argued, emotional labor is not so different from physical labor.1 Both types of labor take up a lot of effort and energy, yet emotional labor is unseen, unacknowledged, and devalued.
Causes of Emotional Labor
When the culture in a work environment does not make room for expressions of one’s emotion, it produces emotional labor. Studies have consistently shown that the occurrence of emotional labor is more prevalent among women and women of color, because they are more likely to experience harassment and bias at work.2, 3, 4 Leah Cowan described this as the “feminized burden of emotional labor.” In addition to this added burden, women face the double challenge of being viewed as unprofessional if they fail to “put on their game face” (i.e., suppress or conceal their emotions).
In higher education, emotional labor is further exacerbated by inequitable work distributions based on gender and race. Women and women of color faculty and staff are often disproportionately tasked with unrecognized work, such as organizing, planning, and other service-related responsibilities. Furthermore, they are often more likely to experience frustration due to sociopolitical events threatening their human rights. However, expressing emotions tied to these frustrations and the burden of inequitable, unrecognized work is often deemed unprofessional.
Ally Tips for Actions
Embracing emotions at work: Equating emotional expression with a lack of professionalism is one aspect of the systemic oppression faced by women and minoritized individuals in higher education and the workplace more broadly.Emotional professionalism is an alternative framing of professionalism that embraces expressing one’s emotions. What steps can you take to shift the culture to embrace emotional professionalism in your work environment? Consider suggesting that your institution (or unit within your institution) provide emotional support by 1) validating feelings of frustration, 2) creating opportunities for colleagues and students to openly share their emotions with one another, and 3) collectively discussing ways to shift the climate more broadly.
Men should interrogate their masculinity: It is often overlooked that the ability to express emotions benefits the well-being of everyone in the workplace, including men. Constraints imposed by societal gender norms force men to have less freedom to communicate their feelings, express vulnerability, and show empathy. For men, being aware of masculine norms and their influence on daily behaviors and workplace culture can improve their quality of life and benefit those around them. Understanding emotions and allowing oneself to be vulnerable by sharing those emotions can help break the cycle of unhealthy types of masculinity and patriarchal culture present in many workplaces. Furthermore, while the culture of compassion is a crucial factor in increasing employees' commitment and reducing burnout regardless of gender,5 Harvey Deutschendorf suggested that in a work culture where unhealthy masculinity is prevalent, men are less likely to practice empathy, stating that “toxic masculinity often thrives on a lack of understanding and compassion for the experiences of others, fostering an environment of dismissiveness or even hostility towards colleagues.” Thus, men should practice expressing emotions without feeling ashamed and interrogate their own conformity to masculine stereotypes around gender and emotion (e.g., “boys don’t cry”). Men can ask themselves how these behaviors, both new and old, may be positively or negatively influencing their workplace culture and their own experience at work.
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Weekly Ally Resources
Article: Post Election Hangover? Here’s How Employers Can Keep The Peace – This article stresses the importance of acknowledging the spectrum of emotions at the workplace post-election, and encourages leadership to focus on the shared goals in the organizations.
Video: Emotional labor and the myth of "women's work"– Regina Lark unpacks how the brain’s “executive functions” impact household management and organization and the related outcome of the unequal distribution of labor at home.
Article: Bringing Emotions Into The Workplace— Yolanda Lau outlines ways in which leaders can create a work environment that acknowledges and openly addresses the various emotions employees experience, fostering emotional well-being.