4 Noticeable Shifts That Signal Employees are Feeling Safer to Bring Their Whole Selves to Work

 

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One of the most critical aspects of creating an inclusive and diverse environment is so employees from historically underrepresented groups also feel like they are safe and can bring their whole self to work. This also extends to the candidate experience where potential candidates should feel safe during the interview process.

If you are a leader who is actively working to increase diversity and promote inclusion in the workplace, part of your plan should include understanding why segments of your workforce or even potential candidates have not historically felt like they could truly bring their whole self to work.

Think, for example, about code-switching. The term code-switching has been used to refer to the way (often marginalized) people adjust and adapt their behavior, appearance, and language to avoid highlighting negative stereotypes at work. Code-switching has been a strategy for people from untapped populations to successfully navigate interracial interactions and although it may come with career advancement for most, it also comes with a great psychological cost.

Now, as a hiring leader, how can you create an environment where everyone can bring their whole self to work – from employees to potential candidates going through the hiring journey?

#1: By shifting the workplace culture in the right direction with a strategic effort to promote diversity.

#2: By creating an environment that allows people to be themselves at work which removes the need for code-switching.  

Here are 4 shifts you will notice that will signal to you that employees are starting to feel safer to bring their whole self to work:  

Shift #1: Employees and candidates feel they can be multi-dimensional—and it is okay. An employee no longer has to be perceived as one-dimensional. It is okay to have multiple facets to your life. It is okay, for example, to be an employee and a mom, or an employee and an author, or an employee and a volunteer at a men’s shelter.  Everyone is multidimensional and in an inclusive work environment, they do not have to hide who they are.

Shift #2: Employees and candidates no longer feel the need to code-switch. There is no longer the pressure to “speak differently” to fit in. Employees who must code-switch will be forced to reduce their authentic self and this can hinder their performance and ability to succeed in their role. Promoting a culture of authenticity will allow your organization to retain a diverse workforce and bolster innovation.

Shift #3: Standards of what is and what is not professional have been redefined. The standards of professionalism are heavily defined by white culture. Establishing a culture where it is normal to dress, speak and wear your hairstyle different is critical to the work of diversity. 

Shift #4: Employees and candidates do not have to hide how they feel or suppress their experience. Employees and candidates should have a safe space to express their work or interview experience without it being minimized or marginalized. By building a strong work culture, employees will be able to channel these feelings and contribute to the organization. 

As a hiring leader, you are accountable for creating a work environment that encourages employees to fully show up and deliver their best work. It is leadership's responsibility to create an equitable work environment that allows employees to be comfortable, interact with respect, and feel like they belong.

 Join us in the comments: What do you do to create a more equitable and inclusive space?

 
 

✅ We will use the weekly #IncreaseDiversity newsletter platform to do five things:

  • Challenge organizations to dig more deeply when it comes to diversity recruiting and retention programs

  • Clarify misconceptions or demystify complex topics related to diversity recruiting

  • Share best practices in diversity recruiting and retention

  • Answer frequently asked questions related to diversity recruiting and retention

  • Build a safe learning community for hiring professionals

 
CJennifer Tardy