Most productivity advice for the workplace tells you how to produce more and more, without helping you examine how much you really want to produce, and what external forces might be mitigating productivity. That amount can differ, largely depending on what you are required to produce in order to succeed at work. One could also argue that the standard productivity advice assumes that you are already treated fairly in the workplace.

If you work for yourself, there may be even more pressure to produce, because in many small businesses, you are the sole producer. But in all the talk about increasing productivity, weve lost a key question: what is a reasonable amount of work to produce? And how do you produce effectively when you may be sabotaged at work?

We logically cannot produce work product all the time. Aside from the standard breaks we take for eating and sleeping, there is also the question of practicing good self-care. For some, that means having time completely alone; for others, it means spending time with close friends and family; for others, it means having as much social time as possible. Its not a one-size-fits-all plan for mental replenishment. But it may appear that as much as you try to reach that mythical work-personal balance, the more it seems out of reach.

You may have read self-help texts that recommend you meet with your employer about prioritizing your tasks, ask for more meaty assignments, or even ask for support staff. But what chance do you really have for reaching your desired productivity when roadblocks are put in your path? Consider that women of color are more likely to be asked to do less-important office tasks (like putting paper in the copier and getting coffee) than their white counterparts, in addition to their regular work duties. In addition, women and people of color are more often given worse assignments than their white male coworkers.

Also considered being disabled in the workplace. If an employee has depression and his or her manager avoids talking to the employee about their needs, that employee is more likely to take days off of work due to depression. Likewise, when employers reach out to their employees with depression, they are less likely to miss days of work. Consider that having depression already leads to a decrease in the ability to produce work product. Missing days of work increases that amount of uncompleted work. As you read, a leader in the workplace can make a big difference in an employees comfort level and ability to continue with their work.

Discrimination in the workplace can be overt and covert. It can be a blatant slur, or it can consist of microaggressions smaller yet noticeable attempts to demean you. If you are experiencing bias in the workplace, call it out when you see it. You may be told that the person didnt mean it, or that you must have misunderstood what the person was saying to you. You may be told to look at someones intent rather than their actual behavior Oh, Im sure they didnt mean to say that to you. Still continue to speak out about it, keep documentation, and know the Equal Employment Opportunity Commissions guidelines on harassment in the workplace.

It is only when the issues of blatant and covert discrimination are addressed in the workplace, and consequences are given for that discrimination, can many members of the workforce truly be as productive as they want. Education in the workplace regarding overt and covert discrimination can also help make progress and only if everyone attends educational sessions, from entry-level positions to executives. Encourage open communication from employees about possible mistreatment in the workplace.

The more we educate ourselves, the more we are prepared to confront instances of discrimination. The more we speak out, the more we are empowered to make changes and also push for them.

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Trying to Reach Full Productivity When You Are Being Held Back - Forbes