Do you know someone who suddenly adopts a different accent or changes their fashion style to something more universally accepted? Like flipping a switch on or off, they instantly become a different version of themselves.
Adapting to fit in with a group is code-switching. Politicians frequently code-switch, thinking their ability to adapt to cultures by embracing a slogan, wearing specific clothing or affecting an accent other than their own will make them more appealing and increase their voter base.
Tricia, a highly skilled software engineer from an underrepresented group, found herself code-switching at her workplace to fit in better. In team meetings, she toned down her cultural expressions, adjusted her accent, and altered her communication style to match the dominant culture. She believed that conforming would make her more accepted and respected.
However, deep down, she yearned for a work environment that would embrace her unique perspectives and experiences. Tricia’s code-switching was a constant reminder of the compromises she made, fueling her desire for a workplace that valued diversity and allowed her to thrive authentically.
Code-switching refers to adjusting one’s behavior, language, or communication style to conform to different cultural, social, or professional contexts. It often involves switching between other languages, dialects, and accents or using non-verbal cues based on the situation or the people present.
Some people use cultural cues and language to adjust their behavior in a way that allows them to fit into the workplace. This code-switching behavior can help workers be accepted more readily as trusted team members, but emulating others has drawbacks.
While code-switching can be a valuable skill that helps individuals navigate diverse environments, it can also have negative implications for inclusion.
Why Code-Switching at the Workplace Can Be Harmful
Employers must be aware of code-switching to foster an inclusive work environment. Understanding the concept helps them recognize the pressure underrepresented individuals face to conform.
Here are five downfalls of code-switching at the workplace:
By promoting authenticity, employers can reduce the need for code-switching, leading to improved well-being, productivity, and a diverse, thriving workforce.
Training in diversity, equity, and inclusion is crucial in reducing the need for code-switching among underrepresented groups. By promoting an inclusive and accepting environment, organizations can create spaces where individuals feel comfortable expressing their authentic selves without the pressure to conform to dominant cultural norms.
Through education and awareness, training programs can help foster understanding and empathy among colleagues, breaking down stereotypes and biases. This inclusive atmosphere allows individuals from underrepresented groups to feel valued and respected, leading to increased confidence and a reduced need for code-switching as they can freely express their thoughts, opinions, and emotions.
Moreover, inclusive organizations actively embrace diverse perspectives, recognizing the unique value and contributions that individuals from different backgrounds bring to the table. By prioritizing diversity and providing equitable opportunities, organizations can create an environment of minimized code-switching, and individuals can thrive by being their authentic selves.
Not all code-switching is negative. People who speak multiple languages also code-switch when they jump from one language to another. Code-switching becomes a problem when an organization tries to foster inclusion. Employers must create spaces where individuals can bring their authentic selves, regardless of cultural or linguistic differences.
Promoting a culture of acceptance, valuing diverse perspectives, and actively challenging the need for code-switching can help create an inclusive environment where individuals feel respected, valued, and empowered to contribute their unique talents and experiences.
If you’d like to learn more about recognizing code-switching and encouraging your teams to be authentic, consider taking one of the Bryan
Management Services courses on diversity, equity and inclusion.