Do you feel guilty about taking time off work? If so, you’re not alone. Many people feel overworked and underpaid yet struggle to advocate for their well-being, including asking for deserved raises, vacation days, or sick leave. This is becoming increasingly prevalent in today’s work environments for many reasons.

REGIONAL CONTEXT

Employees settle for less in their workplace because of the region’s economic struggle and consistently high unemployment rates.

UNICEF referred to the Middle East as home to the highest youth unemployment rates. A recent International Labor Organization (ILO) report projects that the region’s unemployment rate will remain at 9.8% in 2024, exceeding pre-pandemic levels.

The situation is particularly concerning for young people. In 2023, ILO data revealed a staggering 17.5 million individuals in the Arab States who desired employment but remained jobless, representing a significant jobs gap of 23.7%.

Beyond the high unemployment rates, the report delves into the quality of available jobs, revealing serious concerns. Informal work remains rampant, with over half the workforce locked in precarious, unregulated positions that offer no social protection or benefits.

In 2023, 7.1 million workers (12.6% of the region’s total) were trapped in working poverty, unable to escape financial hardship despite being employed. Vulnerable employment, characterized by a lack of job security, also plagues the region.

The report highlights unfair wages, excessive working hours, and inadequate adherence to international labor standards.

Lamenting the current unemployment rates, which make finding a job long and tedious, 26-year-old Menna Mahmoud says those considering a job change should brace themselves for at least six months of searching.

“Knowing there’s no backup if you get fired or quit makes you willing to accept whatever work conditions are dealt to you. It also makes you scared to ask for your rights, lest you seem too demanding and a liability.”

Furthermore, women face significant challenges in the Arab labor market. Female labor force participation remains alarmingly low at just 19.8%, starkly contrasting the male participation rate of 74%.

Nathalie Cooper, Career Counselor and Managing Director of Linkk Search and Consultancy FZE says being a woman makes you more predisposed to employee guilt. “Women who have taken a career break to start a family may feel less deserving of asking for a promotion or pay raise. Cultural norms also influence this complex, with certain populations being more accustomed to accepting what they are given rather than asking for more.”

While both men and women experience work-related guilt, women are more likely to feel guilt about balancing work and family responsibilities. 

Premila Braganza, People & Culture Leader and HR Vice President at dmg events, says generational differences are a contributing factor but also notes that generational stereotypes are often exaggerated.

“Baby Boomers might prioritize job security and loyalty, potentially leading to guilt when changing jobs or retiring early. On the other hand, millennials value work-life balance and purpose, which might cause guilt when they feel they are not meeting these personal standards.”

WORKPLACE CULTURE

Another primary reason employees hesitate to ask for more is due to the workplace and company culture.

Twenty-seven-year-old Salma ElTounsi, who works in the healthcare industry, says she hesitates to ask for things at her workplace and attributes this fear to the competitive nature of her line of work.

“It’s sort of like survival of the fittest type of thing; the more you can withstand, the more you deserve it.”

“If I seem dissatisfied with my job, someone else will hop in and happily accept working without vacation days, sick leaves, or a raise,” adds ElTounsi.

Cooper states that a culture of guilt can develop in workplaces that employ practices undermining employee morale, confidence, and well-being. When decision-making processes and criteria for promotions and rewards lack transparency, it can lead to feelings of unfairness and guilt among employees. 

Overemphasis on individual performance, micromanagement, a lack of work-life balance, unrealistic expectations, and undermining employees’ confidence can also contribute to this feeling of guilt.

“Blaming and shaming employees for mistakes, showing favoritism, and failing to recognize employees’ achievements can further contribute to a toxic work environment that breeds a culture of guilt and resentment,” Cooper adds.

ElTounsi says she harbors guilt because she is always compared to other people in the same workplace and how many days off they’ve taken, or lack thereof. Additionally, knowing that her colleagues will have to cover her workload, resulting in them being overwhelmed with more work than they can handle, exacerbates the feeling. 

“Constantly being berated for lack of effort, even when you’re giving 100%, contributes to my feeling of employee guilt,” ElTounsi says.

MAKING CHANGES

The responsibility of eliminating employee guilt majorly falls on corporations and workplaces. 

ElTounsi believes employers should establish and maintain a structured system outlining employees’ rights and responsibilities, which employees should review and agree upon before they start work.

“Employers should view employees not merely as sources of income, but as individuals, remembering that they were once in the same position. They should strive to support employees and their needs, especially if they have proven themselves effort-wise in the past.”

Braganza says that organizations should strive to create a work environment prioritizing psychological safety, where employees feel comfortable and safe expressing their thoughts and needs without fear of consequences. A workplace culture based on trust, transparency, and connection through regular check-ins will encourage open and frequent two-way communication and help employees come forward with their needs and concerns.

Companies that value employees’ voices and well-being can create a positive organizational culture where employees feel empowered to express their needs and contribute to the company’s success, according to Cooper.

Employees play a significant role in shaping a company’s work culture and environment. “Employees are not just passive recipients of the culture but active participants who contribute to its creation and the overall atmosphere of a company, especially when the employer is receptive to feedback and willing to act upon it,” adds Cooper.

Noting that while companies control work culture and employee treatment, Mahmoud says, “It is not an employee’s responsibility to change a workplace’s culture. They can still largely influence and even dictate workplace practices by setting boundaries to the treatment they will accept. When most employees establish higher expectations of their employers, these expectations slowly become normalized as the majority adopts and acts upon them.”