Treating the blue-collar and the white-collar workforces differently is an age old trend at workplaces. However, technology like all other aspects is making a change here as well. This concern itself brought together a few HR leaders to discuss on how technology can be leveraged to remove any barriers between the blue-collar and the white-collar. It was bistro discussion during the TechHR14 where Rajesh Lele, ‎Head - Talent Technologies and Management Development Services at Tata Motors was the moderating. The discussion began with the observation that technology is relevant for everyone at the workplace regardless of the fact whether it is the blue or the white collar workforce. However there are glaring differences that one cannot ignore and technology needs to be used for empowering the so called “blue-collars” and sensitizing the so called “white-collars”.

The different problems identified and discussions around the same can be categorised as:

Them vs us approach

“Them vs us” mindset was hugely debated on and everyone agreed that a “We” approach is required. The size of an organization directly impacts the communication and engagement thereby causing a differentiation. The very fact that blue, white, pink collars exist indicates the present mindset. There is a need to move to a “no collar” work environment. The HR function needs to therefore ensure that the so called white-collars act as the “change agents” who encourage adoption of IT practices and initiate a “We” approach.

Size and nature of the organization

Such differences are observed more in large service sector industries such as manufacturing, construction, maintenance etc. as compared to other organizations. In such organizations it is rarely seen that a blue collar can move out into a white collar role. There is only so much growth that a blue collar employee can expect. Having said that, the group felt that the “job design” needs to be re-looked at across the organization to ensure a fairer, more transparent and clearer career path for all. Technology will play a major role in re-designing job roles in the future.

Ability of the organization to “listen” and “communicate”

There is usually no communication between the said groups. IT system restrictions in large organizations may cause certain communication barriers and this can be overcome by employing shared resources, automated systems or “kiosks” as well as skill and awareness building. It was stressed that managers and especially HR managers need to “listen” to the needs and requirements of all employees. For instance, continuing education through a distance learning mode for blue-collars will equip those interested in higher roles to achieve that.

G P Rao, a well-known Management Consultant concluded, “We are all for a no-collar workforce. We need to use technology to build trust, develop capabilities and retain talent. This can happen only through sharing and listening to each other, using tech-enabled communication platforms to bridge any communication gaps and providing further education avenues to whoever needs it in the organization regardless of a job class.”