Covering culture is BS. Here's how to break it

– “I edit the way I talk and act around my coworkers so as to make myself appear ‘less gay.’”?

– “As a Black woman, I don’t want to be seen hanging out with a group of only Black women. It would seem 'too Black' if we were all seen together.”

– “I don’t want people to know I was poor growing up, so I try not to talk about my childhood at work.”?

These quotes, collected by Deloitte, reflect employees’ experience of “covering” – or downplaying their true selves – in the workplace. And it’s more common than you might think.

In a recent report, also put together by Deloitte, 60% of workers said they covered at work in the last year.?

This week we’ll explore what covering culture is, why it’s so prevalent, and what we can all do to help address it in the workplace.

More than half the workforce may be covering. Why? ??

Deloitte’s research identifies various reasons for why employees ‘cover’. Many (63%) do it because they’re used to doing it within family or social situations. Other reasons include:

• To avoid negative stereotypes or others’ judgment.
• For others’ convenience or comfort.
• For career advancement.
• To keep their job.

Unknowingly or knowingly, workplace culture leaves people feeling as though they need to cover who they are in order to avoid judgment, ensure career advancement, or even keep their job.?

This highlights something really important.

Covering culture is, at its core, a belonging and inclusion problem. If people felt a true sense of inclusion and belonging, they’d likely feel comfortable to be who they are without risking judgment or penalties.

A note on covering culture, workplace discrimination, and legal risk ??

Of course, not every instance of covering culture ties back to outright discrimination. Often it occurs because people simply get used to covering elsewhere.

If covering culture does develop because of discrimination, employers could be at legal risk.?

In a recent example of this, a black police officer Chian Weekes-Rivera filed a lawsuit against her employer when they flagged her for a dress code violation because she wore her hair in Bantu knots. Describing the experience to NBC News, she said: “It’s super embarrassing… It makes me feel like less than.”

The well-being costs of covering ??

Deloitte’s research also found that 74% of employees feel negatively impacted by the pressure to cover in the workplace. This negativity can lead to:

?? Higher emotional fatigue – Hiding certain aspects of one’s identity requires time and energy. This is tiring and reduces job satisfaction.?

?? Reduced self-esteem – modifying your behaviors, appearance, or interactions to fit in can negatively affect your self-esteem and confidence.

?? Less creativity and innovation – according to separate Deloitte research involving 28,000 professionals worldwide, 76% of employees will stay quiet if they feel they can’t be themselves.

Here are 5 ways to break covering culture ??

1?? Model authenticity and allyship from the top

Having? “leaders who uncover” (i.e., demonstrate authenticity) is one of the top ways to help reduce the pressure to cover at work. Leaders can also encourage authenticity by allowing people space to share their own stories and acknowledging and thanking them when they do. Small gestures like this help build an inclusive culture.

2?? Educate employees about covering

In your DEI training, explore topics related to covering microaggressions, unconscious bias, and psychological safety in the workplace. Encourage employees to develop a deep understanding of these concepts and reflect on how their behavior may impact others.?

3?? Scrutinize your policies

Organizations can’t expect people to be authentic at work unless they create the conditions where that authenticity is valued. Keep this in mind when reviewing your policies.?

4?? Encourage open communication

And reassure people that their concerns will be addressed (and follow through on this). Identity can be a sensitive subject, so folks may be more open if they can provide this feedback anonymously.

?? Consider anonymous employee pulse surveys to ensure employees feel safe sharing their experiences.?

5?? Build a culture of belonging

When employees feel like they belong at work and are an integral part of a close-knit team, the results are far-reaching: Job performance increases by 56% and turnover reduces by 50%.

Have you experienced covering culture? Let us know! ??

It’s BS to feel like you can’t be yourself at work, and we hope this week’s edition of #CuttheBS helps anyone who’s struggling with this issue or is intentionally trying to break covering culture in their workplace.

It’s a nuanced topic and your input matters – is there anything we’ve missed? Let us know!

Thanks for reading today's edition of #CutTheBS??

We thought a great way to wrap things up would be with a free resource. ??