As social workers in management positions, we have to reckon with two things constantly 1) we are trying to push back against an exploitative system and 2) we are intimately a part of that system. While there are many strategies and ways to focus on being “in the system but not of the system,” here we will discuss the small ways social workers in management can push against the system in terms of promoting a work life balance while being in leadership.
- “Girl Boss” is OUT
The culture of working until you drop- and expecting others to do the same- has been trendy among young men and women for some time; specifically harkening from second wave feminism. This notion, however, is all too friendly with the systems of white supremacy and capitalism, which we are attempting to push against as social workers. While each person absolutely decides their own work/life balance, and passion is undoubtedly a good thing, the expectation that staying late or having work as the highest priority in one’s life, is ultimately NOT in line with our social work ethics. This is not news to communities and identities who have been harmed by this culture for centuries, yet it too often takes much longer for those in positions of power to model this. May we be leaders who are not expecting those under our leadership to work until they drop. Let’s normalize a job just being “a job” when necessary.
- Fair Pay is Essential
We cannot talk about a healthy work environment without addressing pay. If we are not taking a livable wage seriously, we cannot be ethical social work managers. One thing I have learned thus far in my social work education is that we fund what we care about. As equitable leaders, ensuring those on our team are paid enough to live comfortably in our surrounding area is an absolute necessity, especially when trying to help foster a healthy work/life balance for others. A livable wage structurally allows for those on our team to live healthier, more equitable lives. This includes creating a safe environment where team members feel comfortable asking / discussing their pay with us, an environment where we can advocate on behalf of them to our higher ups, or an environment where we can be transparent with others about the overall budget and discuss ideas or thoughts openly. Money can be a touchy subject to discuss, which is why leaders who can discuss pay readily, honestly, and prioritize their team’s financial needs, push against the systems we inhabit in a responsible yet radical way.
- Time is Irreplaceable
While, of course, pay is incredibly important, and those under our leadership should be encouraged to let their job be “a job” when necessary, time is truly irreplaceable. There are multiple, small ways a manager can protect the boundary of time for their team to help foster a healthy work/life balance. Some creative ideas include 4 day work weeks (lots of interesting studies proving this makes people more productive, even!), extended lunch breaks, flexibility of remote / in-person work, additional / unlimited sick leave, medical leave maternity or paternity leave, etc. There are plenty of ways managers can use the power and privilege they have to guarantee those under their leadership valuable time given back to their lives. This is a highly effective way to be “in the system but not of the system,” by structurally ensuring that work does not dominate the lives of those within your organization. After all, people will bring their best, creative, and productive selves to the workplace when they are well paid, well rested, well fed, and have had ample time for vacation and dinners with family / friends, time for their personal hobbies or religious communities, no work on the weekends, and more. When they are allowed to live full, fulfilling lives while being an employee of your organization, they will more fully and wholly apply themselves to their work, as well. Care goes a long, long way as a manager. But remember to always keep in mind that these suggestions and others like these are not “handouts” or merit-based “rewards”— these conditions are the ones your team members deserve. Remember that, and treat all those in your organization accordingly, and watch your organization and those in it thrive.
