Why it's time we talked about the workplace rejection of introversion

It's Black Introvert Week in the US; in October, I wrote about the UK Black Introvert Week, and how panelist Keni W Dominguez had shared her experience of Black introverts being removed from projects, or roles, due to misconceptions surrounding their introversion; the Introvert Sisters, Sharon and Lisa Hurley, also shared their experiences of receiving negative feedback during performance reviews that related to their personality and not their actual deliverables or level of competency (if you missed it, head to Black Introverts: why the intersection of race and personality matters after you've finished reading this!)

Black people, and especially women, in the workplace have to navigate several layers of bias - which is just one example of why I strongly believe introversion should be added to every DEIB agenda - but I am increasingly hearing examples of introverts in the workplace receiving negative feedback on their personality, as opposed to their performance.

And it's time we talked about it.

98% of introverts feel reproached or maligned...

It seems nothing has changed in the past two decades: in The Introvert Advantage, published in 2002, Marni Olsen Laney shared that '98% of introverts felt reproached, or maligned', for who they are.

Because of this, many introverts feel that they have no option but to 'perform' extroversion, just to get to get by in the workplace. This comes at a cost: if we're consistently having to pretend to be someone we're not, we're statistically more likely to suffer from physical and mental health issues, and/ or burnout.

...because introversion is being consistently diminished in the workplace

The reality is, most introverts experience being made to feel as though their introversion is fundamentally a weakness. From being asked why they're being quiet, or told that they're 'too quiet', to even being instructed that they need to change their personality, regardless of their actual performance or the relevance of their personality to their role, in order to succeed, or progress.

A week or so ago, I received a message from a follower telling me that following a recent rejection following a job application - for a role that involved writing and design - they were given feedback that they were not chosen because they're 'more introverted' than the chosen candidate. Naturally, this left this person shocked and had a detrimental impact on their self-confidence.

After receiving this message, I decided to do a little digging into what's happening at the recruitment stage: I spoke to individuals who are regularly involved in hiring, as a manager, and also those working in recruitment: what I heard confirmed my suspicions.

The bias that's not covered by unconscious bias training

Many individuals involved in hiring have a negative unconscious bias towards introversion: what I heard when I spoke to those working in recruitment, or regularly involved in hiring, is that they tend to prefer candidates who appear 'bubbly and chatty' during the interview process - this was especially true of roles in people-led fields.

I was also told by recruiters that they reject candidates who appear introverted at interview for roles that involve regular public speaking - especially to large audiences - as, even if that individual is the most experienced or technically competent, they need to demonstrate 'presence and gravitas'...which, according to them, doesn't align with introversion.

Now, I know this wasn't a scientific study, but it aligns with what I've been hearing anecdotally from my clients and community for some time - and it's something that should concern us all, because we're haemorrhaging talent from our workplaces.

I recently gave talks to two separate global companies on 'Authentic Confidence for Introverts'. In the feedback, attendees from both companies remarked on the impact of my talk - I was told I should have a podcast - and one attendee remarked that they'd realised that 'an introvert can be as great at speaking as extroverts'. Talking, presenting and facilitating are things that I love, and do well - especially with very large audiences. Over my career, I've consistently been told what great energy I have; how dynamic and impactful I am and (I'm going to channel #IamRemarkable for this bit, as it's not bragging if it's based on facts) that I have changed lives.

Yet, if I were to be interviewed for a role in a company which required public speaking, I would almost certainly be rejected because I can't adequately showcase what I can do in an interview, and those interviewing me would almost certainly hold the belief that an introvert couldn't possibly present as well as I can.

So this, for me, is personal.

We need to talk

So this is why it's SO important that we start having conversations around these workplace biases; we need to challenge these misconceptions.

Introversion isn't a weakness.

Introverts can make phenomenal public speakers.

Introverts actually work really well with people, and make great leaders.

Being quiet has its advantages.

To my fellow introverts reading this, I promise you that there is nothing wrong with you; it's the system that's flawed. But, together, we can begin to make changes.

If you're reading this as a recruiter or hiring manager, please check your bias: you could be missing out on the best candidate. Please also note that your interview processes almost certainly favour extroverts and so you're not creating a level playing field.

Next week we'll talk about how introverts can navigate being subjected to introvert bias and thrive in the face of adversity. Until then, much love!

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Black Introvert Week

Black Introvert Week in the US runs from 8th - 15th February. Organised by Introvert advocate, Jeri Bingham, EdD , you can find full details, and merchandise, on the Hush Loudly website.

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About Me

I help introverts develop authentic confidence, through coaching, training and digital products, so that they can thrive without having to change who they are, and companies through training, coaching and consultancy, to address the workplace bias towards extroversion.

Through developing my own authentic confidence I have been able to build a life on my terms, working part-time for full-time income, travel solo around the world, work with companies like Google and speak, with confidence, to entire auditoriums. I've already helped thousands of individuals, across 169 countries globally, to develop confidence and communication skills, as well as manage Imposter Syndrome and limiting beliefs. Helping others feel enough is my passion.

If you are an introvert looking to feel more confident, set boundaries to help you balance your time and be able to understand, and communicate, your value to others; a leader looking to better support your introverted talent; or a company committed to achieving intersectional equity and inclusion, DM me or?visit my website, to find out more about how I can help you.

Alternatively, you can subscribe to my email list for additional updates and inspiration; I periodically send out free tools and resources to my email subscribers to help with their transformation. Sign up?here.