What you are about to read below will blow some people’s minds and be welcomed with open arms by others. If you are the dominant culture, should you expect people of other cultures to abide by your expectations, or should you expand your cultural expectations to include different approaches from others? Please read this with an open mind and make thoughtful comments!
In the heart of every professional setting lies an unspoken code of conduct, a set of ‘professionalism standards’ that governs behavior, attire, and communication. However, these standards, deeply rooted in cultural norms, often reflect the values and biases of the dominant group, marginalizing those from diverse backgrounds. This article explores the inherent bias in professionalism standards and supports the notion that such systems are skewed toward the dominant group.
Understanding Professionalism Standards
Professionalism standards are often perceived as objective measures to ensure efficiency and etiquette in the workplace. However, these standards are not created in a vacuum. They are shaped by historical, cultural, and social influences that reflect the dominant group’s values. For instance, attire, speech, and behavior expectations in many corporate environments often align with Western, white, middle-to-upper-class norms.
Cultural Norms and Their Influence
The Stanford Social Innovation Review article “The Bias of Professionalism Standards” highlights how these standards can marginalize individuals who do not conform to the dominant group’s cultural norms. For example, certain hairstyles, like afros or dreadlocks, might be deemed unprofessional in some workplaces despite being culturally significant for African Americans. Similarly, communication styles that are direct and assertive may be valued over more indirect or deferential approaches, which can disadvantage individuals from cultures that prioritize harmony and respect.
Evidence of Bias in Professional Standards
A 2019 study by the Harvard Business Review found that Black professionals often feel pressured to alter their appearance and behavior to fit predominantly white workplaces. This phenomenon, known as “code-switching,” can lead to significant psychological stress and a sense of inauthenticity among minority employees. Additionally, the Center for WorkLife Law’s research indicates that women and people of color are more likely to receive feedback on their demeanor and communication style, which often aligns with stereotypes rather than objective performance metrics.
Impact on Diverse Talent
The bias in professionalism standards can have far-reaching impacts on career progression and workplace inclusivity. Employees feeling pressured to conform to standards that do not resonate with their cultural identity can lead to decreased job satisfaction and higher turnover rates. Moreover, the lack of diverse voices in leadership positions perpetuates a cycle where the dominant group’s norms continue to shape professional standards.
A Path Towards Inclusivity
Addressing the bias in professionalism standards requires a multifaceted approach. Organizations need to recognize the cultural underpinnings of their policies and actively work towards creating more inclusive environments. This can involve:
– Revisiting Dress Codes: Implementing dress codes that respect cultural attire and hairstyles.
– Inclusive Communication Training: Providing training that acknowledges and respects different communication styles.
– Diverse Leadership: Promoting diversity in leadership positions can involve initiatives such as targeted recruitment, mentorship programs, and leadership training to ensure a variety of perspectives in decision-making processes.
– Feedback Mechanisms: Establishing fair and objective feedback mechanisms that focus on performance rather than cultural conformity, which refers to the pressure to conform to the dominant group’s cultural norms, even if they are not aligned with one’s own cultural identity. This can lead to a sense of inauthenticity and psychological stress, as well as hinder professional growth.
Final Thoughts
Professionalism standards, as they currently stand, often reflect the biases of the dominant cultural group. By recognizing and addressing these biases, organizations can create more inclusive environments that value diversity and foster genuine professional growth. As we move towards a more globalized and diverse workforce, it is imperative to re-evaluate these standards to ensure they do not inadvertently marginalize those who do not fit the traditional mold.
References
– Stanford Social Innovation Review. (2021). [The Bias of Professionalism Standards](https://ssir.org/articles/entry/the_bias_of_professionalism_standards#)
– Harvard Business Review. (2019). [How Black Women Describe Navigating Race and Gender in the Workplace](https://hbr.org/2019/12/how-black-women-describe-navigating-race-and-gender-in-the-workplace)
– Center for WorkLife Law. (2018). [The Maternal Wall Bias: What It Is and How It Works](https://worklifelaw.org/publications/The-Maternal-Wall-Bias.pdf)
