Code-switching and Why it Exists in the Workplace
When we’re young, we yearn to fit in with the rest of the crowd. From the way we talk, to how we dress, we change our features in order to blend in and be accepted by others. As we enter adulthood, fitting in happens for different reasons. There are jobs we must take on, managers to impress, and co-workers to get along with. As such, we adjust our tone and change our vernacular to assimilate into the professional work culture. This is the essence of code-switching.
What is Code-Switching?
While the definition has changed throughout the years, code-switching generally refers to the altering of an individual’s language, dialect, hairstyle, or actions depending on the social context and conversation. BIPOC often perform code-switching in the professional workspace.
Sometimes, code-switching naturally happens. For example, the language and tone you use when speaking to friends may vastly differ from when you speak to your parents. In these cases, no harm is done. However, when an individual must mask their traits that correlate with their cultural identity or background in order to avoid workplace consequences, this can be conflicting. These consequences could be as subtle as not being taken seriously or worse, the inability to advance professionally.
Authentic self-expression is important and plays out in different ways. For example, Black women use different hairstyles not just to express themselves but for hair protection as well. However, some have expressed that the corporate culture they work within find their natural hair “unprofessional.” As such they may choose to style their hair against their own desires.
Why Does it Happen?
White culture dominates the corporate workspace. As such, what’s deemed as professional or work-appropriate heavily relies on the standard English language and white culture.
As mentioned, code-switching is a complex and multi-layered topic. It can happen naturally/unnaturally, for various reasons, and have different personal and outward results depending on the circumstances. This article dives into the complexities of code-switching and if this mechanism truly works for minorities in the professional world: https://hbr.org/2019/11/the-costs-of-codeswitching.
With that in mind, here are two general reasons BIPOC often code-switch.
Self-protection
A prime example of self-protection is when Black women in the workforce change their speech and tone. Michelle Obama has also attested for “talking white,” in order to avoid being singled out from her white peers. Since Black women are often stereotyped as loud and expressive, many take caution to avoid this judgement at work.
Make others Feel Comfortable
In order to establish working relationships, minorities often code-switch to appease those in management and executives. Conforming to the standard “professional tone,” is sometimes the only way underrepresented groups can be respected and taken seriously.
These occurrences happen often but are rarely expressed openly, so it’s easy to feel alone in your own thoughts and experiences. If you’re curious about what it feels like to code-switch, here are 13 women of colour sharing their stories and reflecting on how they code-switch in their work life: https://www.girlboss.com/read/code-switching-at-work.
What Workplaces Can Do
Code-switching is emotionally and mentally taxing. Corporations are responsible for establishing a work culture that embraces cultural differences, so that employees can freely self-express themselves. Here are just a few considerations to implement to achieve this goal.
Listen to BIPOC Employees
You must gain direct insight about your employees and their thoughts on the inclusiveness in the workspace. Whether this is through meetings or surveys, educate yourself and learn from their experiences. Most importantly, don’t make this a one-time thing; routinely perform these check ups.
Create an Inclusion Council
Inclusion Councils are a good way to make sure BIPOC employees are being represented and heard. The importance of an Inclusion Council lies in their ability to bring awareness about inclusion issues to the leadership team. They should be able to hold corporate leaders accountable for these issues. However, the burden should not be placed on employees to execute these changes. Alternatively, leadership teams have the responsibility to listen and implement solutions that resolve the issues brought up by Inclusion Councils.
Embrace Diversity
When you celebrate workspace diversity, the work culture will inevitably be welcoming to minority groups. Everything from diverse executive committees to corporate events to celebrate different cultures, this makes employees feel more comfortable with being themselves.
Individuals should be allowed to express their cultural identity and traits without being scrutinized for doing so. Professional workplaces should be an environment that welcomes diverse bodies, attitudes, and ideas; not a place where someone is judged and penalized for their hairstyle or dialect. As such, employers must not only embrace diversity but encourage it.
The blog is curated by Colleen James, Principal and Founder of Divonify Incorporated. Colleen’s work is centered around the dismantling of oppressive systems by working with organizational leaders to address issues of systemic racism, equity, diversity and inclusion. If you enjoyed this blog, please share with others you feel would gain value from it.