Learn how invisible work infiltrates 21st-century workplaces. From emotional labor to mentoring and bringing work home, it impacts our well-being. What invisible work do you do?
Invisible work today expands beyond gender and includes work in both personal and professional contexts.
In the late 1980s, pioneering sociologist Arlene Kaplan Daniels coined the concept of “invisible work.” This concept focused primarily on the unpaid labor and “emotional work” performed by women in the “private world” of the home. Daniels highlighted how society often overlooked and undervalued women's contributions to “homemaking.”in organizations from Under Armour to Ikea, the University of Texas at Austin, and the Tampa Bay Lightning professional ice hockey team.
With increased diversity in the workplace, we also now appreciate that invisible work is influenced by not just gender but also factors such as race,and potential marginalization. In today's fast-paced and interconnected world, the concept of work has expanded beyond traditional job descriptions on sites like Indeed and includes offline responsibilities that often don’t show up on performance reviews.
In internal work, we are also recognizing that it can take a toll on employees when they are perceived as a token hire, navigating stereotypes and biases, as they are expected to represent their identity group and “code-switch,” the act of changing rhetorical and sartorial styles to fit the dominant workplace culture.
Second, we must challenge societal norms and expectations perpetuating this work's invisibility. This involves reevaluating traditional roles, promoting work-life integration, advocating for fair compensation and recognition, and documenting our visible and “invisible” contributions, so we can use data to communicate our contributions.
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