Have you ever noticed how your voice changes when you answer the phone? This phenomenon is known as having a “phone voice,” and it’s just one example of how we adapt our behavior to different situations. We all have multiple personas that we switch between depending on the context, such as how we behave with friends versus how we behave at work. However, for people of color, this shift in behavior is more than just a social adaptation; it’s a survival tactic known as code-switching. Failing to recognize this at your workplace can negatively impact psychological safety and inclusion. In this article, we will delve into the concept of code-switching, its causes, and its implications for workplace inclusivity.
Understanding code-switching: Definition and examples
Initially identified as a linguistic occurrence, the term “code-switching” drew the attention of sociologists such as John J. Gumperz, who sought to understand the factors that led bilingual speakers to alternate between their native language and the dominant language. Yet, it became evident that code-switching was not restricted to multilingual individuals, but also manifested in monolingual populations. The scope of the term expanded to include various conduct beyond multilingualism, such as altering our demeanor, modulation of voice, or switching between standard English and colloquial language.
What is code-switching?
Code-switching refers to the means by which a member of a minority group modifies their language, syntax, grammatical structure, behavior, and appearance to assimilate into the prevailing culture, whether intentionally or subconsciously.
As humans, we have a natural desire to belong and tend to make minor adjustments to our behavior to conform to the norms of the groups we associate with. This inclination to adapt is what defines our “contextual identity” and is an essential aspect of the human condition. However, if our contextual identity conflicts with our genuine, “absolute identity,” it can cause problems. In such instances, we may not choose to adjust, but instead, feel compelled to conceal our true selves.
For minority group members, code-switching can be particularly harmful. If the dominant culture conflicts with our own, we may believe that our genuine selves are unacceptable, unprofessional, unappealing, or unwanted. The following are some examples of code-switching that occur in the workplace:
Examples of code-switching
A woman from Ifugao is called in for a job interview. She spends a lot of time selecting her outfit and doing her hair, but decides not to wear any traditional Filipino accessories or clothing. Even though she is proud of her culture, she doesn’t want to seem “too ethnic” or “unprofessional” by incorporating traditional elements into her outfit.
A Cebuano moves to the city and decides to change the way he speaks. He’s concerned that his accent and dialect will make him sound “uneducated” or “unsophisticated” in the urban environment.
A Batangueña works in a high-end hotel. Known for her strong accent and assertive personality, she tones down her accent and tries to act more subservient so she doesn’t offend the hotel’s mostly foreign guests.
These examples were sourced from individuals from different provinces of the Philippines. Code-switching isn’t limited to any particular race, gender, or socioeconomic status. While experiences vary, there are shared motives that prompt individuals to modify their communication style when interacting with different groups.
Reasons for code-switching among individuals
As we explore the factors behind code-switching, it’s important to remember that not all instances are intentional or negative. How much we believe we need to alter our identity influences the degree to which we are affected by the change. Let’s examine the reasons for code-switching below:
Fear of perpetuating stereotypes
One of the most common reasons for conscious code-switching is to avoid validating negative stereotypes about one’s group or drawing unwanted attention to oneself. Unfortunately, this can be damaging as individuals may feel pressured to change who they are to fit in. This type of code-switching can leave individuals feeling like they are not accepted for who they truly are.
To achieve a specific goal
Another common reason for code-switching is to gain access to something that may not be available otherwise. This may involve fitting in with the dominant social group while still standing out to advance oneself. For individuals from underrepresented backgrounds, this may feel like they are erasing their cultural identity. In extreme cases, code-switching can become a matter of survival, as members of marginalized communities may feel the need to adjust their behavior to avoid being targeted.
Unconscious code-switching
Not all types of code-switching are intentional. Sometimes, individuals may shift into a different way of being when around people from different parts of their lives. This type of code-switching can be positive, allowing individuals to connect with different aspects of their identity.
Expressing something that cannot be said otherwise
Certain languages and cultures have unique expressions that do not translate well into English. In such cases, individuals may feel the need to switch back to their native language or cultural expressions to fully convey their thoughts and feelings. This may result in code-mixing, where elements of two different languages or cultures are mixed.
While code-switching can help individuals maintain a connection with all aspects of their identity, it can be challenging for people from marginalized communities who may feel like only certain parts of their identity are welcome in professional settings. This can have a negative impact on their sense of belonging and overall well-being.
The impact of code-switching on employees and team dynamics
When individuals are frequently required to code-switch, they experience increased daily stress and anxiety as they exert effort to adapt to the dominant culture. This can significantly affect their workplace engagement, productivity, and satisfaction, as their focus on cultural compatibility detracts from their ability to express their ideas, perspectives, and work effectively.
Furthermore, when someone is forced to fit in, it not only takes a lot of effort, but it also makes them feel less important. This can also lead to their unique traditions and beliefs disappearing at work
Strategies for addressing code-switching in the workplace
According to a study published in the Harvard Business Review, individuals from Black and other minority communities encounter a professional quandary: whether to conceal their cultural identity to attain career success or to forgo potential professional growth to express their complete selves at work.
Leaders who promote inclusivity have the responsibility of resolving this predicament. However, it becomes challenging to address and conquer it when leaders and managers are unaware of the magnitude of code-switching occurring within their teams.
Generally, attaining success in a particular role necessitates hard work and the development of certain skills and behavior changes for an individual. However, these behaviors and skills should be directly linked to the desired results. For instance, being an efficient events planner demands an organized and detail-oriented person. No one should have to sacrifice their true selves to achieve success. In fact, expending emotional energy to conform reduces collaboration and engagement in the workplace.
Below are some strategies to mitigate the impact of code-switching on your employees:
Employee Resource Groups (ERGs)
Voluntary groups led by employees, known as Employee Resource Groups, have the objective of promoting an inclusive and diverse workplace consistent with the organizations they represent. These groups typically comprise employees who share a common trait, such as gender, ethnicity, religion, lifestyle, or interest. Their purpose is to offer aid and guidance for personal and professional growth, as well as to establish a secure atmosphere in which workers can express their complete identities. ERGs may also welcome allies to join and support their fellow colleagues.
Elevate diverse leaders
Connecting with inclusive leaders is essential for those who code-switch to fit in with people who can help them advance their careers. Doing so provides a pathway for success without having to compromise their “hidden” personality traits.
Reduce the influence of the dominant culture
If you want to reduce the oppressive feeling of the dominant culture in your company, prioritize diversity in both obvious and subtle ways. This can involve providing educational opportunities, inviting speakers from diverse backgrounds, and holding yourself accountable for your diversity hiring strategy. As you expand your team, celebrate and value the unique voices and experiences that each person brings to your organization.
Educate yourself
As a leader, it’s crucial to grasp the impact of code-switching on your employees and potential hires. Once you’ve gained this insight, you’ll be able to spot its effects in various scenarios. For instance, you might notice that multilingual team members downplay their abilities due to fears of being perceived as the “office translator.” Candidates from diverse ethnic backgrounds might require more than one interaction to feel comfortable sharing their achievements or letting their guard down. Even those who are proficient in English as a second language might still harbor doubts about their language skills. The possibilities are endless.
Conclusion
Comprehending the impact of the need, rather than simply the desire, to belong in the workplace on your staff requires an exceptionally high degree of cultural sensitivity. It entails an additional level of effort and mindfulness that they must maintain on a daily basis. Recognizing that this can be a weighty burden and an obstacle that hinders their ability to bring their authentic selves to work.