Code Switching

The NPR podcast on race and culture is called Code Switch, a "fearless conversations about race hosted by journalists of color," The term is common, but not always well-understood.

"Code Switching" was originally a linguistic term which describes when someone alternates between different languages when they are talking. But the term has come to have a cultural meaning as well. It refers to the ways we -- consciously or unconsciously -- change our behavior to fit in to a group. For example, the different ways we behave at work, where we are expected to be "professional", and out with friends or among family, is a kind of code switching.

In an inequitable society, code switching refers to the ways in which a member of an underrepresented group (consciously or unconsciously) adjusts their language, syntax, grammatical structure, behavior, and appearance to fit into the dominant culture, and it can be a matter of survival. If you are a member of a minority group, and your culture does not align with that of the dominant group, you have to constantly suppress your normal behavior in order to conform to what the dominant culture considers acceptable.

This can have a toxic effect in the workplace, where people are expected to work with each other in a closely and constructively in team environment. By expecting people to conform to the dominant culture, businesses hinder the development of real and productive relationships among staff, and instill a lack of trust among employees who feel forced to change their behavior to meet what is deemed "acceptable." The Harvard Business Review noted in a study of how Black employees used code switching in a white dominated workplace that the practice, while allowing the Black employees to increase their chances of promotion and recognition, came at a significant psychological cost:

"Downplaying one’s racial group can generate hostility from in-group members, increasing the likelihood that those who code-switch will be accused of “acting white.” Seeking to avoid stereotypes is hard work, and can deplete cognitive resources and hinder performance. Feigning commonality with coworkers also reduces authentic self-expression and contributes to burnout."

The most obvious and effective way to reduce the need employees feel to code switch is to increase the diversity of the workspace, at all levels. But HBR points out that there is a difference between a diverse environment, and an inclusive one. Having a diverse staff will not change a workplace culture if the companies policies and priorities remain the same.

The key, HBR suggests, is "to create inclusive environments for employees to feel comfortable bringing their authentic selves to work."

Some of the steps they advise include:

• Leaders should practice inclusive behaviors themselves .
  
• Assess the values and goals of the workplace: Inclusion, fairness, and meritocracy are not mutually exclusive values. Do your policies reflect this?
  
  
• Check your own biases and differences. Recognizing how you change your own behavior at work will help you to understand what pressures your employees may feel to do the same.

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