The term 'emotional labor' refers to the process of managing one's own feelings and those of others in order to create and maintain successful social interactions. Emotional labor can be an important part of many jobs, including customer service roles, teaching positions, healthcare professions, and caregiving occupations.
Recent research suggests that it may also play a role in interpersonal communication within teams at work. In particular, emotional labor is often shared unequally between members of different genders and sexual orientations, leading to imbalances in the distribution of emotional workload among team members. This unequal division of emotional labor can have significant consequences for individual performance, group dynamics, and overall productivity.
One potential explanation for these disparities is that gendered and sexualized expectations surrounding emotion management influence how individuals approach their work tasks.
Men are often expected to display emotions like anger or aggression in professional settings, while women are more likely to be expected to show empathy and support. Similarly, heterosexual couples are often assumed to share household responsibilities equally, but same-sex partnerships may face additional challenges due to societal norms regarding gender roles. These expectations can lead to unspoken rules about who should express which emotions in what contexts, creating tensions within groups and potentially contributing to emotional burnout.
Another factor that may contribute to uneven emotional labor distributions is power dynamics. Members of dominant groups (e.g., white, straight cisgender men) are often perceived as having greater authority and decision-making ability than marginalized individuals (e.g., racial minorities, LGBTQ+ individuals), meaning they may feel less need to manage their own emotions or those of others. At the same time, however, this perception can create pressure on underrepresented groups to take on additional emotional labor in order to maintain positive relationships with dominant peers. As a result, the balance between team members' relational responsibilities may become even more skewed.
Understanding the role of sexuality and sex-based assumptions in emotional labor distribution can help us better understand interpersonal dynamics within teams at work. By recognizing and addressing these imbalances, employers and managers can create more equitable environments for all employees, leading to increased job satisfaction and productivity across the board.
Can sexual dynamics influence emotional workload distribution and relational responsibilities among team members?
There is evidence that suggests sexual dynamics can play a role in the distribution of emotional workload and relational responsibilities within teams. Research has found that individuals may be more likely to take on certain tasks based on their sex, gender identity, or sexual orientation, which can impact how much emotional labor they are expected to perform (e. g. , managing interpersonal conflict).