Maybe, but some of this stuff seems like it’s just acknowledging the reality of the situation. You can’t pass laws and really “fix” what you are seeing as a problem. You don’t actually have the power to do that, due to the nature of the global economy.
Imposing overbearing labor restrictions will further the incentive to push jobs overseas, which will ultimately harm the employees in the US. Attempts to counter that with isolationist trade policies will likewise backfire, and further harm those people.
Now, aside from attempts at government intervention, a different angle from this is merely a discussion of “what should we want, as employees.”
In that case, this becomes something more akin to just a discussion of our goals and motivations when going into these negotations with employers.
My company is small, and we don’t live in a huge metropolitan areas. We compensate our employees well, but real big tech companies can outbid us for their time. The flip side is the stuff I mentioned previously… I take care of my engineers, because doing so makes sense. I don’t force them to work 60 hour weeks. I consider them investments that get better over time, rather than disposable objects to be used. And thus far, my attitude has worked out. I’ve built up a really good team of very talented engineers who are happy.
But again, they could probably get paid more money if they went to Google. Free sushi and massages and crap. I’ve had Google try to poach my engineers from me before.
But they failed, because I think the folks here recognize what we’ve got going. It’s sometimes harder when we’re recruiting though, as it’s not always apparent the value to NOT being as stressed out as you guys are talking about.
So maybe if folks cared more about that stuff, it’d be easier to recruit top talent. I’ve got no problem with that.