In corporate spaces where diversity remains a challenge, individuals like Regina Lawless, the former head of diversity, equity, and inclusion at Instagram, often find themselves adopting the practice of code-switching. Code-switching involves altering one’s appearance, speech, and behavior to conform to the dominant culture, particularly prevalent for Black and Brown workers.
Lawless, like many others, engaged in code-switching to counter negative stereotypes and ensure professional acceptance. This practice has become a routine for Black employees, who are almost three times more likely to code-switch than their white counterparts, as indicated by a survey conducted by Indeed and The Harris Poll. Nearly half of Black employees see code-switching as a necessity in the workplace.
The prevalence of code-switching has increased, especially amid the conservative backlash against diversity, equity, and inclusion (DEI) initiatives. Some companies, facing legal challenges advocating for “colorblindness” in the workplace, have scaled back on DEI efforts. As a result, code-switching has become a coping mechanism for Black employees to navigate environments where anti-Black bias persists.
Despite improvements in workplace inclusivity, cultural norms around communication, behavior, and appearance have been slower to evolve. The practice of code-switching serves as a form of self-protection for Black Americans, who often face bias and racism in professional settings. The mental gymnastics involved in code-switching, however, come at a significant cost, contributing to stress and burnout.
The Indeed survey revealed that nearly one-third of respondents from companies implementing DEI initiatives engaged in code-switching, while almost half of those from companies reducing DEI investments adopted the practice. This underscores the impact of corporate policies on the need for code-switching.
Black women, facing multiple layers of bias due to gender and race, find themselves navigating additional challenges when code-switching. Y-Vonne Hutchinson, CEO and founder of DEI consulting firm ReadySet, emphasizes that code-switching for Black women involves fitting into a white workplace as a Black woman, compounding the challenges they already face.
Code-switching has historical roots, with its term coined in 1954 to describe the mixing of languages or dialects. In recent years, high-profile incidents, including a viral video of President Obama’s different greetings based on race, have brought mainstream awareness to code-switching. However, for Black Americans, it is not merely a choice but often considered a required skill for career advancement.
Despite its strategic benefits, the hypervigilance required for code-switching takes a toll on individuals. Studies show that the practice is linked to higher rates of stress and burnout, revealing the hidden costs of conforming to workplace expectations.
As workplaces strive for inclusivity, experts suggest addressing the underlying cultural norms that perpetuate the need for code-switching. Creating environments where people of color are represented at all organizational levels can help integrate diverse identities into cultural norms. Additionally, organizations should assess their communication norms, dress codes, and biases to ensure they do not penalize individuals for their cultural expressions.
In conclusion, while code-switching may offer short-term advantages for career progression, creating a truly inclusive workplace requires dismantling the underlying norms that perpetuate the need for such practices. By fostering an environment that honors diverse communication styles and identities, organizations can move towards a culture where code-switching is no longer a necessary survival strategy for Black employees.