This is not an article about abortion rights. Well, except to say that people who are pro-choice in regard to those rights are not anti-life. They favor giving people the ability to evaluate circumstances and decide what is the best choice for them or their teammates or community or society on a whole host of issues. 

So, as I typically do, I will focus on the world of work and also relate choice to intergenerational challenges and diversity, equity, inclusion and belonging (DEIB). 

One of the top desires of the younger generations and highly ranked by all generations is to have options for progression at work. That goes beyond promotions and financial raises. It means:

• Opportunities to learn new skills of their choice

• “Lattice” moves to different departments or functions

• Permission to speak up to express preferences, and new ideas being welcomed or at least respectfully tolerated

• Flexibility as to where and when to work to suit personal and teammate needs as long as work gets done aligned with employer and client deadlines or schedules

• Ability to express ideas on how work should be designed for better productivity and satisfaction – not just to adhere to “how we’ve always done it”

• To choose to leave an employer when feeling treated badly or inequitably, without consequences to their career

• To not suffer stigmas or discrimination for being a working parent

Yes, the employer-employee relationship has changed and needs adjustment away from the assumption that the employer (or client) has all the choices without worker options, choices and flexibility. Let reasonable choice fit the circumstances and all parties strive to make the choices work.

Call to Action: Be open to expanding the ability for everyone to discuss and make reasonable choices for their lives and preferences, not as demands, but as well thought out decisions and opportunities to change for the better. Why not have a choice mindset?

© Phyllis Weiss Haserot, 2022