Decency — eUbD Resilience Resources

Our latest episode explores the profound insights of Dr. David Blustein, a professor and Golden Eagle Faculty Fellow at Boston College in the Lynch School of Education and Human Development.

Dr. Blustein has spent decades studying the psychology of working. His work primarily focuses on individuals on the margins of the workplace, emphasizing the challenges faced by those in less visible or traditionally undervalued jobs.

Blustein’s personal journey in this field is deeply rooted in his family background, where he observed the struggles of many to find meaningful engagement in the world of work. This personal connection fuels his passion for understanding and improving the work experiences of all individuals, regardless of their position or status.

Expanding How We Think About Work

At the core of Blustein's work is a critique of traditional career development and vocational psychology, which, he argues, often centers on those with a degree of privilege and overlooks the broader spectrum of work experiences, including those that exist on the margins of the marketplace or like caregiving, are outside of the marketplace altogether. His critique led to the development of the Psychology of Working framework, a more inclusive and systemic approach to understanding work and its impact on individuals.

Work Should Be Decent First

The Psychology of Working suggests that work should be decent first. Leaning on the International Labor Organization's definition, when work is decent it gives us adequate compensation, access to healthcare, reasonable work hours, safe working conditions, and organizational values that complement family and social values. While decency provides a baseline of adequate working conditions and fundamental rights, it’s not enough. We also need work that is dignified, where individuals are recognized, valued, and treated as human beings rather than mere cogs in a machine. Doing so not only allows work to meet our needs of survival and power, but also our needs for social connection and self-determination. If work offers us decency and dignity, it’s far easier to consider questions of deeper meaning and purpose in our professional life.

The Relationship Between Decency and Meaning

Meaning and decency are often in relationship with one another as is illustrated by this 2 by 2:

If you have high levels of both meaning and decency you may feel like you won the 'dream job' lottery, because work is both fulfilling and conducted in a fair environment. You can have high decency, with a great corner office but feel like the work you’re doing is completely insignificant. If you have high meaning but low decency, you may be like the musician that Blustein describes in the podcast, who is doing what she loves but is hardly recognized for her efforts and barely making a living wage. Finally, many in the world face the challenging prospect of non-significant work in exploitative or precarious working conditions.

The 2 by 2 is helpful for understanding the diverse realities for those thinking about work, challenging us to reflect on the implications for shaping a more inclusive and equitable future of work.

The Future of Work: A Moral Imperative

The podcast also delves into the implications of this framework at various levels – public policy, organizational structure, and individual experiences. As greater automation and increasing use of artificial intelligence has already and will continue to substantially reshape the world of work for all, Blustein highlights the ethical and moral imperative of treating workers with respect and value, affirming their worth, and recognizing their human dignity. As those who study and apply the science of work, we must continue to keep social justice and inclusivity top of mind, and continue to critique the status quo so that work becomes more equitable and respectful to all.