Social behaviours, often ingrained through cultural norms or upbringing, shape how individuals conduct themselves in various settings. However, navigating systemic inequalities adds another layer of complexity, leading to a phenomenon known as code-switching: the adaptation of mannerisms or language to fit into different environments.
A recent survey by Indeed shed light on the prevalence of code-switching in the workplace, particularly among Black and Hispanic workers, with 34% and 35% respectively, compared to only 12% of white respondents. Shockingly, 44% of Black participants deemed code-switching necessary at work, irrespective of minority representation in leadership. Interestingly, gender didn’t play a significant role, as women were as likely as men to engage in code-switching.
Surprisingly, the survey revealed that code-switching was more common in workplaces with BIPOC leadership representation and diversity, equity, and inclusion (DE&I) initiatives. Misty Gaither, VP of DE&I at Indeed, emphasized that representation alone doesn’t eliminate the need for code-switching. She stressed the necessity for fundamental changes in organizational culture and practices, rather than merely addressing surface-level diversity.
Gaither advocated for holistic approaches that tackle systemic inequities, emphasizing the need for inclusive HR strategies that prioritize underrepresented employees’ engagement, benefits, and career development. Indeed exemplifies this through tailored benefits, such as culturally specific therapy options for BIPOC and LGBTQ+ employees.
In essence, addressing code-switching requires a comprehensive reevaluation of organizational structures and practices, aimed at fostering inclusivity and equity for all employees. By prioritizing the needs of marginalized groups, companies can create environments where authenticity thrives, ultimately benefiting everyone involved.
