Give Part-Time Colleagues Full-Time Respect

When we think of belonging, we may not initially consider part-time workers. With irregular schedules and limited hours, it can be challenging for them to feel fully integrated into an organization's culture, often missing out on key meetings and daily interactions. Between witnessing the challenges my part-time peers faced, experiencing it myself as an hourly worker, or serving as a program manager coordinating with part-time workers, the disconnect between part-time employees and their organizations is prevalent. 

In the nonprofit world, it is all too often that employers utilize part-time staff as a way to save on one of the most expensive cost centers of wages, squeezing more labor out workers than originally described in a job description or interview. This often occurs in conjunction with restricting their total weekly hours to just below the required hours for the employer to provide them benefits. Further yet, employers may exclude part-time workers from decision-making spaces, workplace operations, or team building initiatives if it feels too difficult to find a time when everyone can meet; ultimately prioritizing full-time colleagues’ schedules. Sometimes employers may even think they are offering extra flexibility by allowing part-time colleagues to opt into activities during their unpaid or non-typical working hours. While some workers may not mind this approach, it can leave colleagues who value engaging with their peers and in organizational processes feeling like their decision-making insights and their presence at gatherings is not as important. The cycle of feeling less connected to their workplace because of norms and policies can increase their likelihood to disengage, and in turn, perpetuates a perception that they are not as committed as their full-time counterparts 

Part-time workers are part-time for many reasons, but it isn’t typically “just for funsies.” According to an article in Fortune by Orianna Rosa Royle on polyworking, a recent Paychex survey of over 1,000 workers revealed that 93% of Gen Z’ers and 33% of millennials hold multiple jobs, compared to 28% of baby boomers and 23% of Gen X professionals. Research has suggested that hourly work can impact staff members’ sense of belonging and create a sense of instability for workers, leading to higher rates of poverty, depression, and other health issues (Dalessandro & Lovell, 2024; Donnelly & Schoenbachler, 2021; National Women’s Law Center, 2022). 

According to the Economic Policy Institute, part-time workers suffer a total compensation penalty of over 25% compared to their full-time colleagues of the same demographics and education levels. 

Nonprofits struggle to run on fewer resources, and functioning as a leader in these environments is a true feat; however, it is time for both funders and nonprofit leadership to move the needle. 

Click here for strategies to level up your work environment for part-time staff.

Don’t get rid of part-time roles simply because they can be harder to support in your current ecosystem. Part-time jobs are needed by caregivers, business owners, and people who don’t earn enough in their other positions. Working to see how your organization can achieve parity with full-time workers will help you significantly stand out as an employer. 

Email us to schedule a free initial conversation to set-up a connection session with your team or to explore belonging consultation.