Consent at Work

Consent isn’t just for sex. It’s great that we’re all finally realizing that without consent it isn’t called sex, it’s called rape. But limiting our conversations about consent to just intimate relations really limits the power of the conversation that we are having about consent as a society. I’m going to argue that sex is the third most powerful thing that we can apply consent to. The second most powerful thing is work. The first… well the first thing we’ll get to later.

How do I mean?

-Mandatory overtime is not consent. Telling someone that they have to work extra hours then they planned, even if it’s just a few minutes, with the threat of some sort of consequences if they don’t, violates whatever trust your employees have in you.

-Mandatory holiday work is not consent. It’s one thing if you hire someone specifically to work the holidays. But it’s another to tell your staff that they have to work on holidays or face consequences.

-Suddenly changing job descriptions is not consent. You can certainly get consent about changing a job description, but if you are simply announcing to your employee that their job is now going to be different – you are not getting consent.

-Dictating job performance metrics is not consent.

-Ignoring your employees input is not consent.

-Limiting time off from work is not consent.

-Being told who to hire and who to let go is not consent.

We have a word for performing labor without consent: slavery. I’m not saying that everyone who works is a slave, but I am saying that anyone who works in an environment that does not respect consent experiences a similar level of shame and disempowerment.

I feel like I’m just scratching the surface here. This might become an ongoing series as I flush out the topic. Stay tuned…

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