Regina Lawless, once a corporate executive, navigated her professional world by concealing her true self. Adapting her attire, speech, and demeanor to assimilate, she concealed her identity as a Black woman to avoid stereotypes. Lawless believed this strategy protected her professionalism and competence, essential for career advancement.
Code-switching, a common practice among Black and Brown employees, involves altering behavior to conform to workplace expectations. Yet, the mental strain of this constant adjustment took its toll on Lawless and others like her, leading to exhaustion and a desire for early retirement.
The burden of code-switching is not unique to Lawless. Studies reveal that Black employees are disproportionately affected, with nearly half viewing it as essential for survival in corporate environments. As companies scale back diversity initiatives, the pressure to conform intensifies, perpetuating biases and hindering authentic expression.
But why must Black Americans bear this burden? Despite progress in workplace diversity, cultural norms remain unchanged, forcing many to mask their identities to fit in. Darin Johnson, a researcher, notes that Black individuals face compounded biases, both as women and as people of color.
Even high-profile figures like President Barack Obama have drawn attention to code-switching. While it’s a universal behavior for Black Americans, it’s often a prerequisite for acceptance and success.
Creating an inclusive work culture requires dismantling biases embedded in communication and dress codes. Y-Vonne Hutchinson advocates for embracing diverse communication styles and reevaluating traditional standards of professionalism to foster authenticity and equity in the workplace.
How can workplaces ensure that diversity initiatives remain robust and effective in the midst of conservative backlash?
