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Invisible Work
Despite its centrality to society, what constitutes work remains contested terrain. For example, whereas driving a cab or performing surgery tend to be perceived as real work, many other activities—equally labor-intensive and as widespread—often do not gain such recognition. In particular, activities such as child care and cleaning within the household tend not to be seen as work. These activities can be labeled “invisible work.” More generally, any activity entailing work that goes unnoticed by others in society is said to constitute invisible work.
Invisible work is a concept that emerged primarily from feminist scholarship, intended to analyze gender inequality in the wake of women's movements of the 1970s. One such movement was the Wages for Housework movement in Great Britain, which campaigned to legitimize child care and housecleaning as work that created economic value and deserved pay. Prior to these movements, child care and housework had traditionally been seen as natural acts following from gender roles in the division of labor, rather than as actual work. Feminist scholar Arlene Daniels noted in 1987 that the traditional conception of work assumes that work is performed in public and is paid. Such work also tends to be conducted by men. By contrast, invisible work is often confined to the household, unpaid, and conducted by women. Further labor shifts led scholars to recognize that invisible work was not only a gendered phenomenon, nor was it limited to the household setting. Labor trends in the late 20th century, such as outsourcing and downsizing, highlighted employment hierarchies; certain jobs were outsourced or downsized because these jobs were seen as routine and less valuable. Scholars like Susan Leigh Star and Anselm Strauss broadened the definition of invisible work to encompass activities traditionally recognized as work but routinized and seen as low value, such as factory assembly work.
When Work is Invisible
Several factors in the nature of work tend to be associated with invisible work. One factor is when work is literally unseen by others in broader society. For sociologist Erving Goffman, work—like all social activity—is a performance for an audience. Traditionally, the private sphere of the household, family, and personal life is regarded as outside the view of a public audience, and thus outside the bounds of traditional understandings of work. Child care and housework, then, can be invisible work in that they are rarely performed before a public audience. A second factor is when work is unpaid. For example, even though volunteering takes place in public, the fact that volunteers are not paid can preclude their activities from being characterized as work. Daniels has suggested that women volunteers have difficulty being taken seriously as workers by wider society. Yet, unpaid work is important to consider, because from one-third to one-half of valuable economic activity remains unaccounted for in standard metrics of economic value like gross domestic product per capita, according to Veerle Miranda.
A third factor is when work is highly routinized. Star and Strauss note that work that is repetitively performed can fade into the background and become taken for granted. For instance, observers seeing assemblers in a factory, repetitively performing the same task of fitting parts together, might take assembly work for granted. Observers may thus recognize it as work, but not as important, high-value work worthy of attention, rendering such work effectively invisible. A fourth factor is when work is associated with marginalized groups. In particular, activities long associated with the role of women might go unnoticed because women have been historically relegated to a lower status in many cultures. Marginalization and invisible work can be correlated not only along lines of gender but also along lines of race and ethnicity. For example, the labor of black slaves in the United States prior to the Civil War may have been invisible work, unacknowledged because of slaves' lower status compared to those of other social groups.
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- Digital and Computer Revolution: Reshaping Jobs and Workplaces
- Biotechnology
- Call Centers
- Computer Programmers
- Computer-Mediated Work
- Electronic Surveillance
- Engineers
- Film Industry Workers
- High-Tech and Internet Industry, Employment in
- Innovation
- Management Information Systems
- Management, Scientific
- Media Workers
- Networked Organizations
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- Occupations, Distribution of
- Open Source Movement
- Polarized Workforce
- Social Media
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- Telecommunications Workers
- Telework
- Training and Skill Acquisition
- Employment Relationships
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- At-Will Employment
- Boundaryless Careers
- Casual Labor and Informal Economy
- Contingent Work
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- Contract, Employment (Common Law)
- Contracts
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- Risk Shift
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- Walmart Employment Template
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- Inequality, Stratification, and Power at Work
- “Big Squeeze”
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- “Doing Gender”
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- Bodies
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- Cognitive Biases
- Comparable Worth
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- Crime as Work
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- Discrimination, Employment
- Discrimination: Institutional, Statistical, and Direct
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- Homophily
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- Human Capital
- Human Relations Theory
- Ideal Worker
- Impression Management
- Income Inequality
- Inequality, Policies to Correct
- Invisible Work
- Job Quality
- Job Queues Theory
- Jobs, Marginal
- Labor Force Participation
- Labor Force Participation Rates
- Labor, Devaluation of
- Lesbian, Gay, Bisexual, and Transgender (LGBT) Workers
- Life Course
- Men in Women's Jobs
- Minimum-Wage and Low-Wage Jobs
- Mobility Mechanisms
- Moonlighting
- Occupational Segregation by Gender and Race
- Organizational Wage Inequality
- Poverty
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- Women in Men's Jobs
- Workforce Development
- Working Poor
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- Boycotts, Consumer
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- Eight-Hour Day
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- Weekend
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- “Fun” Workplaces
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- Care Work
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- Clerical Work
- Cool Industries
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- Deskilling and Upgrading
- Direct Sales Work
- Dirty Work
- Domestic Work, Paid
- Emotional Labor
- Entry-Level Work
- Facebook as Labor
- Feminization of Work
- Health Care Professions
- Information Technology Workers
- Job Creation
- Jobs and Careers
- Knowledge Workers
- Labor, Aesthetic
- Managers
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- Nonstandard Work
- Occupations and Professions
- Part-Time Work
- Pink Collar
- Professional Work
- Professionalization
- Retail Employment
- Semiprofessionals
- Service Work
- Sex Work
- Skilled Work
- Small Business
- Soft Skills
- Supervisors
- Symbolic Analysts
- Tacit Skills
- Teen Employment
- Tipping
- Unskilled Work
- Wall Street Jobs
- White Collar
- Theories of Work and Economy Key Concepts
- “Good” Jobs and “Bad” Jobs
- “McDonaldization”
- “New Economy”
- “Prosumer”
- 24/7 Economy
- Alternative Organizations and Cooperatives
- Bell, Daniel
- Bendix, Reinhard
- Bourdieu, Pierre
- Braverman, Harry
- Burawoy, Michael
- Command Economies
- Dual Labor Markets
- Durkheim, Émile
- Edwards, Richard
- End of Work
- Feminist Theories of Work
- Firms
- Fordism and Post-Fordism
- Foucault, Michel
- Globalization
- Goffman, Erving
- Granovetter, Mark
- Hochschild, Arlie
- Human Resources
- Internal Labor Markets
- Kanter, Rosabeth Moss
- Markets and Economies
- Marx, Karl
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- Neoliberalism
- Personnel Professionals
- Postbureaucratic Organizations
- Postindustrial Society
- Protestant Ethic and Spirit of Capitalism
- Restructuring, Corporate
- Right-to-Work
- Smith, Adam
- Starbucks Employment Model
- Technology
- Weber, Max
- Work Redesign
- Work, Definitional
- Unpaid Work
- Work and Identity, Social Psychology of Work
- “Organization Man”
- Consumption
- Culture, Employment
- Culture, Workplace
- Dignity
- Free Agents
- Gendered Work Identities
- Identity at Work
- Job Satisfaction
- Leisure
- Lifestyle Work
- Loyalty
- Meaning
- Motivation
- Overqualified and Overeducated
- Personality
- Race and Ethnic Groups
- Terkel, Studs
- Values
- Women's and Men's Employment, Temporal Dimensions of
- Work Ethic
- Work, Family, and Personal Life
- “Unfinished Revolution”
- Boundaries between Home and Market, Blurred
- Career Mystique
- Child Care
- Class and Families
- Computer Widows and Orphans
- Elder Care
- Family-Responsive Corporations
- Family-Supportive State and Federal Policies
- Fathers at Home
- Home Production
- Households, Changing Demographic Composition of
- Housework
- Male Model of Career
- Motherhood Penalty and Daddy Bonus
- Mothering, Ideologies of
- Opting Out
- Overwork
- Retirement
- Second Shift
- Stay-at-Home Mothers
- Work Spillover
- Work/Life Balance
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