Muskan Banga, Business Feature Writer
In the most formulaic roadmaps to and conversations surrounding work-life balance, polarity of identity assumes center stage. Often, the two extremes of this polarity point towards the necessity of rendering oneself to one set of values against the other. Additionally, social and cultural identity markers such as class, gender, sexuality, and caste in the Indian context led to an assumption of hierarchy that must not pertain to the professional space at all. Such an approach oversimplifies the complex and nuanced realities in which humans exist. It overlooks the inherent ambiguities and interconnectedness that define our lived experiences, ultimately betraying the delicate interplay between work and life.
Work-life balance is hard to achieve because people’s identities are not rigid or absolute. Instead, these identities are fluid and influenced by various social and workplace dynamics. To improve work-life balance, there’s a need to address and adjust the unequal power relationships that shape how these identities are perceived and treated in different contexts. However, reshaping power dynamics does not necessarily mean overruling the much-needed influence of leadership. It essentially means the ability to have a two-way communication that regardless of the difference in opinion imparts equal representation.
Conversations surrounding hierarchy and identity relate to the broken concept of work-life balance by challenging the oversimplified notion that work, and life are two separate, opposing entities that can be neatly balanced. Conventional approaches often ignore the fluid and interconnected nature of people’s identities. These oversights create unrealistic expectations and fail to address the systemic power imbalances that influence how individuals experience and navigate work-life balance.
By advocating for a shift in power dynamics and fostering equal representation through open dialogue, the argument reframes work-life balance as a dynamic interplay rather than a rigid formula. It recognises the need to adapt to the diverse and evolving realities of individuals, making the concept of work-life balance more inclusive, equitable, and sustainable in practice.
