Are your employees code-switching at work?

From our (insert Page brand name) study on Environmental, Social and Governance (ESG) sustainability topics, we know that 2 out of 3 European workers (68%) don’t feel “completely” like their “true self” at work. The questions that likely pop into the minds of every Human Resources and Talent Development professional are: Why? and: Is this the case with our own organisation?  

The answers to these questions are varied and provide something of a mixed picture. On the one hand, the majority of individuals (57%) that don’t feel completely themselves at work say it is because they want to “keep their private and professional lives separate,” indicating that, at least for some workers, it is a conscious and deliberate choice they make.  

Some might find it effective to use a “contextual identity,” in this case, a “workplace identity” (as opposed to, for example, a “family and friends identity”). Most of us behave differently when with close family members who’ve known us our whole life than with friends, or when we’re at work. The work version of one’s identity can be helpful in adapting to ever-evolving job challenges and situations. Alternatively, others might feel forced to adapt to the prevalent culture to feel more included and accepted, or simply in order to “fit in”. 

This brings us to the other, more negative, side of shifting your identity at work. A substantial 27% of those who say that they can’t be their true selves at work – or 1 in 6 of respondents overall – say it is due to fear of professional discrimination. This is a significant percentage and can negatively affect an organisation’s ability to hire or retain valuable employees and its overall business performance. If workers are suppressing their authentic character at work due to fear of not fitting in or feeling alienated, or worse, due to discrimination or a worry that it could negatively affect their career progress, this is a serious concern and should be addressed as soon as possible. 

What does code-switching mean?  

What does it mean if you cannot be your true self at work and how do workers navigate this dynamic, achieving the right balance of separating the two sides of their life? 

One possible explanation could be that they are code-switching, which means adjusting one's style of speech, appearance, behaviour, and expression in ways that make others feel more comfortable in exchange for fair treatment, quality service, and employment opportunities.  

Code-switching occurs when individuals conform to the dominant culture, instead of acting as they would normally if they were being their authentic selves. To some extent, all of us engage in code-switching. The way that we talk, act and dress may change if we are attending an important work meeting, hanging out with friends or having dinner with family. 

However, code-switching can become a problem when people feel that they MUST change who they really are. And when code-switching starts to have unequal impacts, it can be particularly damaging. For example, many ethnic minorities feel that they must change their behaviour to align with predominantly white workplaces.  

Similarly, the Michael Page Sustainability Insights found that workers from southern Europe are more likely to say they "mostly can’t" or "can’t at all" feel like themselves at work. This geographic difference was particularly noticeable, with northern and central European respondents appearing to be more at ease with being themselves in the workplace than their southern European peers. For instance, 90% of workers from the Netherlands feel they can be themselves compared with just 69% of Italians. 

Perhaps less surprisingly, our study found a significant difference in an individual’s need to code-switch depending on their role or seniority. C-suite workers feel (completely) more themselves at work by a significant margin, 10% more than workers at the manager or non-managerial level (43% versus 32% and 33% respectively). When code-switching seems like a necessity for those not in positions of power, whether it’s due to race, gender, seniority or any other factor, employees can feel burdened by expectations to conform. 

How code-switching impacts employees? 

Code-switching can have both positive and negative impacts on employees. Social context is key. If an individual intentionally code-switches to cement the connection they feel with a marginalised community, code-switching can help minorities feel more comfortable at work. But it can become a problem when workers feel that they are being pushed into code-switching - that they don’t have the freedom to present their other identities. Below, we’ve highlighted some of the impacts of code-switching on employees - both positive and negative: 

• Fear - People often code-switch because they feel scared or anxious. What if my manager sees how I talk or dress outside of the workplace? Will they think less of me? Will it affect my professional progression? 
• Many workers who code-switch don't want to reinforce negative stereotypes about their social group(s). As a result, they put on an inauthentic facade to fit in, which leads to them holding themselves back, potentially missing out on opportunities and ideas that would have greatly contributed to the business. 
• Protection - When code-switching, we protect both ourselves as individuals and our wider community. This is particularly true when one is part of a minority or marginalised group. Code-switching can protect an individual from judgement and discrimination by adhering to the prevalent culture. When that individual returns to their minority community, the special connection to that group is reinforced.  
• Loss of focus - Maintaining a certain image at work isn’t easy. Instead of being able to relax and go about their day in a natural, authentic manner, employees are constantly worrying about keeping up an act. The cognitive resources required to maintain a code switch can be draining. It also means that workers aren’t able to focus all their energy on their job role, which can act as a drain on productivity.  
• Exploring one’s identity - Code-switching doesn’t have to be viewed purely as a reactive, defensive approach to crafting a workplace identity. In fact, it can help individuals to find greater success and satisfaction through the proactive exploration of their contextual identity. It allows them to set boundaries that are consistent with their absolute identity.  
• Wellbeing - The thought that there’s no place for an individual in the workplace can be hugely detrimental to their wellbeing - especially mental health. Imposing a dominant culture where people feel the need to code-switch may not be deliberate - you may not even notice it - but if employees feel unable to be their authentic selves, they may feel unwanted, excluded and ostracised. To find out more about indirect discrimination, be sure to check out our article on “Discrimination in the Workplace.” 

 How you can address code-switching in the workplace 

There are various ways that businesses can reduce the impact of code-switching on their workforce. Leadership teams that prioritise inclusion can help to create an environment where employees feel comfortable being their authentic selves. Employee resource groups can be a great way of formulating safe spaces where employees can engage with one another without fear of judgement. 

Improving the diversity of your leadership team is another effective approach to reducing the instances of code-switching. One of the reasons why many employees engage in code-switching is because they don’t see other individuals that are like them. More diverse leaders can dilute the dominant culture at your organisation and show workers that cultural and behavioural differences are no obstacle to career progression. 

Education is also key. Talk openly with your employees about issues related to authenticity and diversity. Celebrate the different cultures among your workers. Ensure that HR teams create a welcoming environment and offer Diversity, Equity and Inclusion (DEI) training to create the kind of workplace where everyone feels comfortable being their authentic selves. 

 Organisational benefits of diversity and inclusion in the workplace 

Creating a workplace where everyone feels comfortable showing their authentic selves is one where diversity and inclusion can flourish. Without the need to code-switch, all workers can contribute to the fullest degree, allowing businesses to benefit from a broader range of perspectives. Some other benefits of diversity and inclusion in the workplace include: 

• A larger talent pool - With a more welcoming workplace, you’ll find more candidates willing to work for your company. In fact, Glassdoor’s Diversity and Inclusion Workplace Survey found that 76% of job seekers believe a diverse workforce is an important factor when evaluating job offers. Your hiring process will run more smoothly as candidates see workers that look and act just like them. 
• Better customer understanding - If your workforce is more diverse, it is more likely to understand a diverse customer base. In most countries, demographics are increasingly diverse, whether that’s because of race, gender, disability or any other factor. Strengthening your diversity and inclusion programme means your workers will have a better understanding of your customers’ wants and needs. 
• Higher levels of innovation - Research shows that companies with a diverse workforce display higher levels of innovation. A study by the Boston Consulting Group found that companies with above-average diversity at the leadership level derived 45% of their revenue from innovation, compared to just 26% for organisations with below-average diversity. 
• Improved performance - When diversity and inclusion improve, so does a company’s general performance - decision-making, profitability and revenue all receive a boost. A welcoming, diverse workplace is one where everyone’s ideas can flourish. 

Code-switching: It’s complicated  

It should be noted that code-switching can have its benefits - but are they worth the costs to an employee’s mental health and general wellbeing? Hiding your true self can be exhausting and prevent individuals from being as productive as they could be. 

It might be helpful to think of code-switching like wearing a "work/professional uniform." This might not bother you. In fact, you might even enjoy it. But it can become a problem when it is the only permitted "clothing" you are allowed to wear. It’s the difference between a choice and an obligation. And when you don’t have the freedom to sometimes change and present your other identities, whether it’s through clothes, speech, behaviour, or anything else, issues can emerge.  

The wealth of research available indicates that the impacts of code-switching are not always felt equally. We can help you with hiring a diverse talent pool that can contribute to employees feeling more like their true selves in the workplace. This is the only way to ensure each employee can fulfil their true potential - and your business will reap the benefits.