Time control, job execution and information access: work/family strategies in the context of low-wage work and 24/7 schedules

The organizational inclusion turn and its exclusion of low-wage labor

“…And third, the accommodation of low-wage workers’ voices and specific needs requires extra attention in order to accurately measure organizational inclusion for all types of workers. This is particularly important in the low-wage labor context, since low-wage workers’ voices are often less valued (Berrey, 2014; Scully and Blake-Beard, 2006) and their specific needs such as keeping a work-life balance not recognized or accommodated (Jacobs and Padavic, 2015; Lefrançois et al, 2017; Ravenswood and Harris, 2016).…”

“…Not only do cleaners often have little control over their work tasks and work pace, they also have less control over their working hours, breaks and scheduling (Cruz and Abrantes, 2014; Jacobs and Padavic, 2015; Lefrançois et al, 2017; Ravenswood and Harris, 2016). Studies focusing on work-life balance found that the combination of low payment and their required “flexibility” despite an inflexible work environment poses a threat to the livelihood of low-wage workers.…”

“…Also, low-wage workers have little leeway getting their personal needs accommodated by their employer, such as the possibility of starting work later due to a family situation. The “extended, rigid, unpredictable and variable work schedules,” with no allowance for personal time needs, influence the ability to manage the work-life balance (Lefrançois et al, 2017: 614). What is more, cleaners - and in particular women cleaners – also need to manage their physical work-life balance in order not to get injured or sick as they cannot as easily “lean on” other women to do the physically demanding care and cleaning tasks at home, compared to high-wage workers (Fraser and Gutting, 2015).…”

“…Instead, we state that a focus on the recognition of difference remains crucial in the context of low-wage labor, yet not related to different competences but related to different needs. This is particularly important in the low-wage labor context, as the specific needs of low-wage employees are often not recognized (Jacobs and Padavic, 2015; Lefrançois et al, 2017; Ravenswood and Harris, 2016), including, for instance, cleaners’ needs regarding the stability and control of working hours in order to manage a healthy work-life balance. This means that the analytical focus of “inclusive practices” in low-wage labor organizations should shift toward practices that fulfill different needs of employees.…”

Supporting Employee Health at Work: How Perceptions Differ Across Wage Category

“…8 Lower-wage employees have less flexibility to control when, where, or how they work 9 thus contributing to work and home stress. 10 This lack of work control, particularly among low-wage workers, may be associated with lower perceptions of organizational and supervisor support. Low-wage, compared to high wage, workers are also less likely to have access to or to use WHP programs, despite the potential benefit for their HWB.…”