"Above and Beyond"

There's a trend in the legal profession (and others, I'm sure) when praise and accolades are being given out.

Typically those singled out for awards, extra benefits, and compliments are those who go "above and beyond." They do more than what's required, and have a "work ethic" beyond that of their colleagues (even when their colleagues are doing all that's required of them at a very demanding pace).

I'm sure a lot has already been said about this. I know I'm not the first to say we need to think carefully about the standard we're setting, and the impact it may have on employee and workplace wellness, when people feel they have to strive to put in superhuman efforts to fit in.

Let's assume for a moment that these "above and beyond-ers" are in fact superheroes. They can do it all without sacrificing their health or risking burnout. They consistently do more. Of course, this is worthy of some recognition but should it be the gold standard?

What message does it send to everyone else when this is the standard of greatness to which others are told to aspire? What is the impact on diversity, equality and inclusion initiatives when those who can do "more" than what is required consistently rise to the top? Who is being left out and/or overburdened? How can those who already carry greater burdens to begin with (due to disability or other systemic barriers) keep up without damaging their own health and/or sacrificing the other things that are important to them?

Wouldn't those who have to work less hard in the first place to meet the "required standard" find it easier to then go "above and beyond" it?  Wouldn't those who have to use exceptional efforts simply to overcome barriers to their inclusion find it more difficult, if not impossible, to maintain that 110% standard. Why isn't 100% enough?

Diversity and inclusion are relevant to merit too, particularly when "justice" is the whole goal of the enterprise. Shouldn't any accurate assessment of merit need to recognize the people that give 110% just to meet the required standard without visibly going "above and beyond" it?

So here are a couple ideas for recognition that could enhance workplace wellness, diversity, equality and inclusion, which in my view would also enhance productivity overall since it would enable everyone to function better rather than encourage everyone to unrealistically chase a few standouts:

-The ability to maintain boundaries: Lawyer X went home every day at a reasonable hour, and resisted the pressure so evident among her peers to compete for highest standing in a way that put her own well-being at risk. She thereby demonstrated excellent judgment and strength of character, qualities that any organization should prize...

The ability to overcome adversity: Lawyer Y faced considerably more adversity/barriers in his life  than his peers did. Yet he still made it to the same level and gives 100%....

Instead of expecting employees to go above and beyond, why not start putting that burden on employers to go "above and beyond" for employee well-being, and for the values the organization stands for?

Bottom line: let's remember all the other ways in which people can be "heroes," as I've written here.

Note: I'm not saying that those who face barriers are the ones who don't go above and beyond. In fact, the feeling may be ingrained in many of them that they need to do so, since they had to work so much harder to get to this level in the first place. They may already be suffering from "imposter syndrome" (which I wrote a bit about my perception of in my own case here) as a result and feel a need to work harder than everyone else just to keep their place. It's time we eased the burden a bit and allowed 100% to be enough.


As always, please note that I am a lawyer, not a mental health professional of any kind. I have no expertise in trauma or mental health. Also, please note that any opinions and views expressed in this blog are solely my own and are not intended to represent the views or opinions of my employer in any way. For more information about the purpose of this blog, please see here and for a bit more information about my personal perspective on this issue, please see "my story" here

I am very grateful to have received a "Clawbie" Award for this blog (which reflects the importance of this topic): https://www.clawbies.ca/2019-clawbies-canadian-law-blog-awards/

For some of my external writing on this topic, see:  

• https://www.canadianlawyermag.com/news/opinion/a-more-inclusive-discussion-on-the-impact-of-trauma-on-lawyers-mental-health-is-needed/276166 
• https://www.cbabc.org/BarTalk/Articles/2020/February/Features/Speaking-Up-About-Trauma-and-Mental-Health    
• https://www.canadianlawyermag.com/news/opinion/changing-the-conversation/326240