Celebrating the Unseen: Why Invisible Labor in the Workplace Deserves Recognition - Newsletter #33

Welcome to Maven Musings! I'm thrilled to connect with you. Biweekly, we’ll discuss Global inclusivity, technology, women’s empowerment, and healthy workplace culture through my unique and joyful lens. Join me on a journey of inspiration, positivity, and creativity.

Today I want to shine a light on something that often goes unnoticed, but that so many of us carry every single day: invisible labor.

You know what I mean. The work that isn’t on a slide deck. The things you do without being asked, without a line item on a project plan. The remembering of birthdays. The planning of off-sites. The emotional support behind the scenes. The silent task of smoothing friction in team dynamics. The note-taking, scheduling, listening, nudging, and caring.

This work is real. It is impactful. And most importantly, it deserves recognition.

What Is Invisible Labor? Invisible labor is the unpaid, unrecognized, and often unappreciated work that keeps teams, homes, and communities running. It shows up as:

• The administrative glue that holds projects together.
• The emotional labor of managing team dynamics.
• The care work of supporting others’ success.
• The extra effort it takes to be "the only" in the room, often borne by women, women of color, and other marginalized groups.

This labor rarely gets a shout-out. It doesn’t earn bonuses. It isn’t a line item in the annual review. But without it? Workplaces fall apart.

Why It’s Often Overlooked Part of the reason invisible labor is overlooked is because it’s expected. And when something is expected, it becomes background noise.

It’s also deeply gendered and racialized. Studies show that women and marginalized employees are more likely to do this type of work and less likely to be recognized for it. We’re conditioned to call it "being a team player" or "going above and beyond." But really, it's unpaid management.

Let’s Start Seeing It We can't value what we don't see. So let’s start by paying attention:

• Who takes notes in your meetings?
• Who checks in on morale?
• Who does the emotional buffering between leaders and teams?
• Who is keeping the unofficial pulse of your culture?

If you notice the same names or faces coming up again and again, it might be time to pause and give credit where credit is long overdue.

Action Steps to Recognize Invisible Labor

1. Name It. Call it out in team meetings. Celebrate the folks doing the "quiet work" just as much as the loud wins.
2. Compensate It. If someone is doing work that supports the team’s emotional or operational well-being, make sure it’s reflected in performance evaluations, titles, and pay.
3. Redistribute It. If the same person is always picking up the pieces, ask yourself how you can lighten that load and share responsibility more equitably.
4. Listen. If someone brings up that they feel unseen or undervalued, believe them. Ask how you can better support them, and follow through.
5. Lead by Example. Leaders who acknowledge and elevate invisible labor set a tone of equity and appreciation. Be that leader.

Why It Matters Recognizing invisible labor isn’t just about equity (though it is absolutely about equity). It’s also about healthier workplaces and happier humans.

When people feel seen, valued, and supported, they thrive. And when teams thrive, organizations thrive. This is the heartbeat of true inclusion.

So this week, I invite you to notice the unseen. Shine a light on it. Speak it out loud. Celebrate the helpers, the holders, the glue.

Let’s make the invisible visible—and honor it like the essential work it is.

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