“Quiet quitting” is when people do not go above and beyond at work and just meet their job description. Put it another way, act your wage. It says

  • no to extra workloads,
  • no to longer hours,
  • and no to excess demands.

It is an extension of the Great Resignation and is trending across social media. But “quiet quitting” is only really an option for those with the privilege to do so. This means primarily white men.

Black women won’t be a large part of the “quiet quitting” movement because it is simply too risky for most of us to do so. Why?

  “You have to work twice as hard to get half as far.” 

This is a piece of advice that Black women have heard from every elder, auntie, or mentor in their life. I want to discuss why this saying will dissuade most of your Black colleagues from “quiet quitting.” Without offering a deeper analysis, just know that this advice is about representation, combatting stereotypes, toxic productivity, and a host of other workplace issues.

If Black women took part in quiet quitting, it would not be viewed as a social commentary on work. Instead, it would reinforce a ridiculous stereotype that questions our talent, commitment, and work ethic.

What’s the answer?

Managers and leaders – many of you are trying to figure out how to respond to quiet quitting. The direct route to the problem is to address your workplace culture for the individual.  

  • Learn why each member of your team or group is feeling this frustration, especially Black women.
  • Do not apply a one-size-fits-all approach to improve it because it is likely that the reason that quiet quitting is happening is different based on identity.
  • And check out our report to understand what conditions would help Black Women Thrive and the recommendations we offer to champion your efforts.

In Thriving,