Creating a Culture of Inclusion: Revolutionizing Professional Standards

The world of work is at a watershed moment. The racial reckoning of 2020, the "Great Resignation", and intensifying calls for equity have made one thing strikingly clear: "professionalism" is due for a revolution.

For too long, the unspoken rules of how to present and carry oneself at work have been dictated by a homogeneous group – mainly white, male, upper-class leaders. These traditional standards of professionalism, from dress codes to communication styles, often have more to do with "fitting in" to the dominant culture than actual job performance. Failure to conform can lead to judgement, missed opportunities, or worse.

"Professionalism has become a coded word for white favoritism in workplace practices that more often than not privilege the values of white and Western employees and leave behind people of color."

Jennifer Liu, CNBC Make It reporter

The result? A system that disadvantages and excludes many, stifles diversity and leads to a suboptimal status quo. Consider:

  • Only 8% of managers and 3.8% of CEOs are Black, though they represent 12% of the US labor force
  • 60% of Black women report having to change their hairstyles to fit in at the office
  • Employees of color who mute their racial identity at work face a "diversity tax" that harms well-being and performance

It‘s time to expand our understanding of what it means to be "professional". True inclusion and belonging require dismantling biased notions of professionalism and making space for authenticity. In this post, we‘ll explore the problematic history of corporate professionalism, make the case for revolutionary inclusion, and share actionable strategies to reimagine outdated standards. Let‘s dive in.

Professionalism‘s Problematic Past

The image of the ideal "professional" – polished, poised, suited up – is so ingrained in corporate culture that it can seem neutral and objective. In reality, current professionalism standards are largely a product of the white-collar workforce of the 1950s-60s: predominantly white men of European descent.

As the American economy shifted from manufacturing to services, a new class of salaried office workers emerged. With it came rules, implicitly and explicitly, for how to succeed in this environment. Many of these rules, from speaking "proper English" to having a certain hairstyle, centered white cultural norms as default and desirable.

"To be a black employee is to be constantly aware that your presence in the office is not a neutral one. It is to be aware that you are seen as ‘diversity‘ first and a skilled worker second."

Erin Aubry Kaplan, author and journalist

Over time, these standards became entrenched and wielded as a tool for assessing employees‘ competence and "fit" within an organization. However, this notion of "fit" is heavily biased and can disadvantage professionals of color in numerous ways:

  • Appearance: Eurocentric standards around hairstyles, attire and self-presentation are used to judge professionalism. For example, Black women face disproportionate scrutiny and bias for wearing natural hairstyles like afros, braids or locs.

  • Communication: White-dominant communication styles, such as assertiveness and direct eye contact, are seen as more professional and authoritative. Employees of color are more likely to face microaggressions like being told they‘re "too loud" or "aggressive."

  • Emotional Labor: Professionals of color, especially women, often have to engage in code-switching and covering to downplay their identity at work. This takes immense emotional energy and can impact performance and advancement.

  • Promotion: Affinity bias, or an unconscious preference for those who are like us, means leaders tend to groom and promote those who fit the traditional (white) image of leadership. This fuels a cycle of underrepresentation.

When professionalism is defined narrowly, anyone outside that mold faces headwinds. For BIPOC employees, showing up authentically in majority-white workplaces can be especially fraught. The message is clear, if unspoken: assimilate to the dominant culture to get ahead.

The Costs of Faux "Fit": Why Inclusion Is an Imperative

So what‘s the big deal? Isn‘t "polishing" yourself just part of being professional? These arguments fail to recognize how biased standards, even inadvertently, perpetuate systemic inequality and undermine true meritocracy.

When we force a narrow vision of professionalism, we don‘t just constrict individuality – we leave massive talent and insight on the table. Inclusion and authenticity, on the other hand, are rocket fuel for organizational success.

Consider these findings:

  • Diverse companies outperform. Those in the top quartile for ethnic diversity are 36% more likely to have above-average profitability than the least diverse. (Source)

  • Inclusivity drives innovation. Highly inclusive organizations generate 1.7 times more innovation and 2.3 times more cash flow per employee. (Source)

  • Belonging boosts performance. Employees with a strong sense of belonging take 75% fewer sick days and exhibit 50% lower turnover risk. Their job performance is also 56% higher. (Source)

  • Covering is costly. Employees who feel the need to hide or downplay their identity at work report significantly worse experiences and outcomes. (Source)

Outcome High Covering Low Covering
Able to talk about background 43% 80%
Proudly identify with background 35% 82%
Feel valued and respected 27% 51%
Psychologically unsafe 45% 24%

Source: Deloitte

The data is clear: inclusive cultures are a business necessity, not a nice-to-have. Companies simply cannot thrive in the 21st century if they marginalize diverse talent and police self-expression. It‘s not just the right thing to do – it‘s table stakes for staying relevant and innovative.

Reimagining Professionalism: A Revolutionary Roadmap

If biased professionalism standards are a barrier to unleashing human potential, reimagining them is the key that unlocks it. But what does a truly inclusive model of professionalism look like – and how do we get there?

At its core, reimagined professionalism centers performance over appearance. It recognizes a diversity of backgrounds and communication styles as equally valid and valuable. It normalizes authenticity and judges folks by the quality of their work, not arbitrary identity markers.

Workplace inclusion expert Tiffany Jana advocates for focusing on "professionalism from the inside out." Rather than fixating on how someone looks, invest in their skill development and career growth. Create psychologically safe spaces for employees to show up fully.

"Focusing less on how people dress, wear their hair, or speak creates space for all employees to focus their full energy on contributing their talents and honing their craft."

Tiffany Jana, CEO of TMI Portfolio

So what can companies do to revolutionize professionalism and inclusion? Here are some strategies.

1. Expand representation, especially in leadership.

You can‘t be what you can‘t see. Having diverse leaders at all levels shows employees that there are many ways to be successful and helps expand notions of what authority looks like.

  • Set representation goals, both quantitative and qualitative, for leadership roles
  • Assess potential, not just pedigree, when hiring and promoting to combat affinity bias
  • Be transparent about your diversity data and progress to build accountability

2. Rethink policies to be identity-inclusive.

Many common workplace policies privilege dominant-culture norms. Interrogate your practices to see where you can be more inclusive of all identity expressions.

  • Update dress codes to be culturally inclusive (e.g. allowing ethnic attire, natural hairstyles)
  • Rename "maternity leave" to "parental leave" to include all parents and families
  • Allow flexibility with holiday and PTO schedules to make space for diverse cultural/religious practices

3. Make inclusion a core competency.

Professionalism and inclusion should be part and parcel, from sourcing talent to developing leaders. Embed inclusivity expectations into performance reviews and advancement rubrics.

  • Add inclusion metrics to leadership evaluations (e.g. diverse slates, equitable pay, team belonging scores)
  • Make DEI education a core part of employee and manager training
  • Reward and recognize inclusion advocacy and allyship to incentivize the right behaviors

4. Empower employee resource groups (ERGs).

Create sanctioned, funded spaces for underrepresented employees to build community, share experiences and collectively advocate for inclusion.

  • Encourage ERGs to partner with leadership on D&I goals and initiatives
  • Provide executive sponsorship and funding to empower ERGs‘ ideas and impact
  • Invite ERGs to present at company-wide meetings and events to amplify diverse voices

"ERGs create an environment where people can bring their whole selves to work and unite around common interests or backgrounds. When you do that, you have a much more engaged, productive workforce."

Willard McCloud III, Global head of Diversity & Inclusion at Zimmer Biomet

5. Humanize leaders to create connection.

When leaders show up authentically and share their stories, it gives others permission to do the same. Modeling humanness and empathy from the top sets an inclusive tone.

  • Encourage execs to talk about their family, hobbies, background to combat "mythic" professional ideals
  • Have leaders regularly share what they‘re learning about DEI to normalize the inclusion journey
  • Celebrate diverse heritage months and events to show that all identities are welcome

Creating cultures of true belonging takes vulnerability and intention. But when we disrupt limiting "professionalism" norms, we open up transformative opportunities for human flourishing.

The Revolution Starts Now: Inclusion Is the Future

As we navigate seismic shifts in how we work, one thing is certain: the future is inclusion. Today‘s top talent and discerning customers will no longer tolerate cultures of assimilation over authenticity. They‘re seeking genuine belonging and purpose, not conformity.

It‘s time to leave the professional "mask" behind for good. Companies that proactively reimagine outdated standards will lead the pack in attracting and unleashing diverse talent. Inclusion is the key to staying relevant, resonant and innovative for the long haul.

So let‘s expand our circles. Let‘s honor diverse expressions of competence and success. Let‘s build work cultures that make us feel proud, seen and fired up to change the world.

The revolution is now – and we all have a part to play. How will you redefine professionalism?

References
  • Burns, C., Barton, K., & Kerby, S. (2012) The state of diversity in today‘s workforce. Center for American Progress. Source
  • Deloitte (2017) Unleashing the power of inclusion. Source
  • Dixon-Fyle, S., Dolan, K., Hunt, V., & Prince, S. (2020) Diversity wins: How inclusion matters. McKinsey & Company. Source
  • Jana, T. (2020) Erasing institutional bias: How to create systemic change for organizational inclusion.
  • Romansky, L., Garrod, M., Brown, K., & Deo, M. (2021) Assessing belonging, objectivity, and meritocracy within corporate culture. American Bar Association. Source
  • Wallace, N. (2021) What does professionalism look like in an inclusive workplace? Forbes. Source

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