Being Your Full Authentic Self at Work

Recently many companies have made much-needed progress when it comes to DE&I (Diversity, Equity & Inclusion), especially larger companies that tend to have a diverse workforce and a global presence. However, there is much more to do to raise awareness and educate others on this topic. As a professional who has always been passionate about DE&I and advocated for it throughout my career, I will share my reflections about the importance of employees being confident to be their full authentic selves at work.

So, what is the problem???

It's natural for employees to end up having two personalities. Usually, it's a formal one for work and an informal one for outside of work. There is absolutely nothing wrong with that, as it is usually slight differences such as how someone speaks in terms of their accent or choice of words, how talkative they are, or what they wear, etc. When the difference is significant, that's where it becomes a problem. This can stem from when an individual has a core part of their identity which they start to feel shy or afraid to bring with them to the workplace. They then start to intentionally leave key parts of themselves behind when they go to work.

Everyone has various elements of identities which come together and form who they are, what they do, and how they view the world. Speaking as a practicing Muslim in the UK, early on in my career I noticed many Muslims were nervous or even fearful to openly express themselves as Muslims at work.?Many were afraid of impacting their chances of promotion and climbing the corporate ladder because of the various negative news in the media often associated with Muslims. Others simply felt it was important to keep religion strictly outside of work because it has nothing to do with work. One might think this is a minor problem, but over time this issue can have many negative consequences for not just employees but also employers.?

?

For example, a Muslim may feel uncomfortable taking regular short breaks during the day to offer mandatory prayers, taking specific days off for religious festivals, or skipping after-work drinks because they feel uncomfortable. From experience, all these things can be accommodated for by having open discussions and maintaining strong communication. I found senior management teams and HR colleagues were not just accommodating of my needs, but they went over and above to help however they could. The key was to start the open conversations rather than shy away from them.

Unfortunately, I have witnessed many professionals, especially those who are early on in their careers, often end up in a situation where they struggle to juggle their Muslim identity and achieve their career goals. Note, I am using the Muslim identity to simply illustrate the problem, but this problem most definitely can and does extend to various other beliefs and dimensions of identities also.

?

As time goes by, many employees may feel down and demotivated leading to lower productivity levels and even wanting to leave the company. They would feel as if they have to put a mask on at work and take it off when they go home, which is exhausting in itself and has many negative consequences as they are suppressing their inner true self. Think of it another way, we often spend more time at work than we do with our friends and families. If a person cannot simply just be themselves at work then there is a more detrimental issue at play here - people may slowly end up losing a core part of their identity which plays an important role in their life.

?What should we do??

In theory, the solution is simple: we must change the work culture so that everyone is confident to bring their authentic self to work rather than be afraid or shy of doing that. However, in practice, it can be complex as it isn't something that changes overnight and neither is it just a single action that resolves everything. As individuals, we need to overcome our fears about what others may think or how they may perceive us – this requires embracing vulnerability. As much as the employees need to overcome their fears, the main changes need to come from senior leadership in the form of company-wide DE&I objectives which are prioritised and implemented.

?

As a starting point, both internal and external communications can be improved to promote inclusivity. This could even be simple gestures such as briefly highlighting a celebration or event at a town hall, publishing articles on the employee portal about a religious festival, or posting interviews with employees about their identity and what it means to them.

?

A very positive and impactful initiative is for senior leadership to encourage staff to set up employee networks. A common identity is a perfect way to bring groups of people together for social events as well as raise concerns and address needs collectively. Through employee networks, awareness and education on different identities and various ongoing topics can be promoted across all employees. People often have questions about one another but feel afraid to ask just in case they offend them. Employee networks are a great place to share knowledge with others which breaks down barriers and answers much-needed questions. From experience of running and starting Muslim networks from scratch, I know the benefits of employee networks are endless and this is not only for those who join the employee network but for all staff across the company and beyond.?

It is a misconception that promoting an inclusive environment is the sole responsibility of a single team or individual such as the CEO, HR, Leadership team, or communications. In reality, it is everyone's responsibility, however, employees must feel heard and the best way is through real action. Examples of actions include changing policies based on feedback, empowering employee networks with funding, and even hiring DE&I-specific roles or consultants to provide additional support. Such actions create far more positive impact than just simply making speeches or putting out statements alone.?

What are the benefits??

1. Employee productivity is increased: When employees feel valued for who they are, they are far more likely to be motivated to contribute more to the success of the company.
2. Employee retention is improved: If an employee is confident to be themselves at work, then they are far more likely to stay longer at a company than look elsewhere.?
3. The company attracts better talent: One of the major factors that convince a candidate to accept a job is the culture at work, especially for highly talented individuals. With LinkedIn and other online platforms, it is easier now to get an idea of workplace culture before accepting a job offer.
4. Diverse perspectives: An inclusive workplace is likely to attract candidates from a larger and more diverse talent pool. This can shift the company mindset from a limited worldview to a far broader worldview with diverse perspectives which can improve ways of working internally as well as better products for the customer.

Final Thoughts

In recent times, we have seen AI advance so rapidly that many experts are predicting it to replace humans in the near future. Therefore, it is imperative for us all to promote and foster an inclusive work environment. We have emotions, personalities, and identities which we should be proud of as these things set us apart from AI. As humans, all of us are not the same but we are different and differences must be respected and appreciated.

Now is the time for companies to focus on creating a workplace where all employees feel confident to express their authentic selves, not solely for the sake of good PR or more profit, but because it is simply the right thing to do.

Next time you are at work, do reflect on your two personas and check yourself to make sure you are not neglecting a core part of your identity by hiding it away.

Be proud of who you are. Be your full authentic self always.

If you can relate to anything mentioned in this article or have any feedback, then please share your valuable thoughts in the comments.

#authentic #AI #inclusion #diversity #DEI #wellbeing