If you work in HR you develop policies and programs that effect employees and/or family members who live “below the line.” Time Magazine article: “Below the Line” (November 28, 2011), is a comprehensive summary of the growing issue of poverty.
“(The poor includes) low wage earners, single mothers, disabled veterans, the elderly, immigrants, marginalized factory workers, the severely mentally ill, the formerly incarcerated, the under-educated and the fallen middle class. They live in Appalachia and the inner city and the wealthiest suburbs” (p. 35).
The number of people living below the poverty line is apparently at the highest number since data was first gathered – 46.2 million Americans. It got me to thinking about how human resources interacts with the lowest paid staff. Since the shortest, easiest way out of poverty involves getting and keeping a decent-paying job, it’s useful for HR professionals to understand the reality of poverty.
Just a few myths:
1. Poor people don’t have jobs.
Though most of the poor are physically or mentally unable to work, many work more than one job. The problem is that 10 hours here and 20 hours there at minimum wage will not lift a family from poverty. Leading to one of the reasons families fall into poverty – lack of healthcare coverage
2. It is all about money
At greater levels today, middle class families slip into poverty due to a major health incident and the lack of health coverage. In addition, as mentioned in the Time article, if you don’t have a permanent address, phone, transportation and computer it can be difficult to get and keep a job.
3. People with mental illness can’t work
On the contrary, of those with a diagnosable mental disorder, only a fraction have disorders that are difficult to treat/linked and most often associated with inability to work. Most forms of mental illness respond to a combination of talk therapy and medication. But here’s the catch, employees typically need insurance to gain access to these treatment options.
4. Poor people lack a work ethic
Again, poor adults often work more than one part-time position while juggling care for families or elderly relatives. The problem is that pay is too low to save against a rainy day.
5. The poor are at fault for lacking proper training
Forces that significantly increase poverty are systemic: off-shoring good paying jobs; the collapse of manufacturing businesses; massive cutbacks in highly skilled jobs, etc. are more connected to business health and economic conditions and not individually based phenomena.
HR programs and activities can support employee financial stability
- creating schedules with 20-30 minimum hours
- providing financial literacy programs
- jobs re-training programs (grant money is sometimes available)
- working with community service providers that support employment
- volunteering for work readiness training nonprofits
- advocating for “workforce” housing projects
- advocating for public transportation
- locating businesses where workers have access to public transportation
- offering reimbursement or partial reimbursement for education
- consider waiving nepotism provisions so family members can work together
- using company buying power to provide employee purchasing discounts
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