Unveiling Identity - Understanding the reasons behind "Covering" at work
Why do people “cover” at work?
Covering one's identity at work has been a longstanding practice for various reasons, ranging from personal choice to societal pressures and professional expectations. Whether it's concealing aspects of one's race, gender, age, disability, religion, or sexual orientation, the act of masking certain facets of identity in a professional setting is complex and can be based on many reasons.
Navigating bias and prejudice
The decision to conceal certain elements of identity often stems from the desire to navigate bias and prejudice. Unfortunately, workplaces aren't always free from discrimination. A recent study from Deloitte1 found that 60% of professionals surveyed were downplaying at least one of their identities (ie covering) at work.
Many people fear that aspects of their identity might lead to unfair treatment, stereotypes, or barriers to opportunities. For instance, someone belonging to a marginalised group may choose to conceal their ethnicity or sexual orientation to avoid potential discrimination or uncomfortable interactions.
Assimilation and conformity
There's often an unspoken expectation in certain workplaces for employees to conform to a specific norm or culture. This pressure to assimilate can lead individuals to cover elements of their identity that don't align with the dominant culture. Whether it's altering one's accent, downplaying cultural practices, or modifying appearance to fit in, this conformity is a means of survival in cultures where diversity might not be celebrated.
Professional impact and opportunity
In some cases, individuals choose to cover aspects of their identity to enhance their professional image or opportunities. For instance, someone might opt not to discuss personal beliefs or hobbies that could be perceived as unconventional or distracting in a corporate environment. This strategic choice aims to maintain a certain professional persona that aligns with company expectations and career advancement prospects.
Organisational culture and policies
Organisational culture and policies play a significant role in shaping whether employees feel comfortable revealing their full identities. Companies with inclusive practices, diversity initiatives, and anti-discrimination policies often encourage employees to bring their whole selves to work. Conversely, in environments lacking such support, individuals may feel compelled to cover their identities to avoid conflict or negative consequences.
Covering demands in the workplace —whether explicit or implicit — have adverse effects on professional well-being.
60% of workers say that the need to cover at work negatively impacts their overall well-being and makes them feel "emotionally drained".
58% of workers say they feel the need to mirror behaviors and/or appearances of others [with favored identities] to be perceived as more professional.
56% of workers say that the need to cover at work also negatively impacts their commitment to their organisation
— Deloitte.com
The path forward
Encouraging open dialogue, implementing inclusive policies, and celebrating diversity are crucial steps toward creating cultures where individuals feel comfortable revealing their identities. Embracing diversity and creating cultures where people have a strong sense of belonging, where they can bring their authentic selves to work provides benefits to both employees and organsations, Research by Boston Consulting Group suggests that organisations that prioritise diversity, inclusion, and belonging in the workplace isn’t just the right thing to do, it’s a business imperative. Citing that employees who can be their authentic selves are happier, more motivated to give their best, feel like their perspectives matter—and are nearly 2.4 times less likely to quit.
In the quest for a more inclusive future, the journey involves acknowledging the reasons behind identity covering and actively working toward dismantling the barriers that compel individuals to mask their true selves at work. Embracing a diverse and inclusive culture is a commitment to creating environments where everyone feels valued, respected, and empowered to bring their authentic selves to work.
At Enmasse, we offer training programs to help organisations create inclusive workplaces. To learn more about our services, visit our website or reach out to us today.
References:
https://www2.deloitte.com/us/en/blog/business-chemistry/2023/what-teams-lose-when-people-dont-feel-they-belong.html?id=us:2em:3na:BCBlog:eng:xa:121923:mkid-K0183295&ctr=textlink&sfid=0031O00003C4hWwQAJ https://www.bcg.com/publications/2023/how-to-improve-inclusion-in-the-workplace
