Some Black workers say if they stopped code switching at work it would hurt their careers

Code switching is a well known phenomenon in U.S. workplaces. Usually a burden shouldered by workers of color, the term refers to the practice of changing your language, tone of voice, or physical appearance to fit in with the dominant culture. 

And although the last few years have given rise to more discussions about employees bringing their whole selves to work, code switching is still prevalent, according to a new survey from Indeed.

Around 34% of Black workers say they have code switched at work, and about 15% say they are more likely than workers on average to think that code switching is necessary. That’s compared to around 35% of Hispanic workers, and 12% of white workers. And around 40% of Black workers say that if they stopped code switching at work, it would negatively impact their careers. 

“Anytime, you can’t really be your authentic self, anytime you have to really have it in front of your mind, ‘This is who I have to be in this space,’ that chips away at a lot, chips away at confidence” says LaFawn Davis, senior vice president of environmental, social, and governance at Indeed. “Feeling like you belong has scientific and biological impacts.”

While once a little-known idea in mainstream culture, there is now an increased awareness that code switching is an encumbrance on people of color not experienced by their white counterparts. It can also be detrimental to workers’ emotional and mental well being, hindering their cognitive performance and leading to burnout. About one in five Black employees say code switching had a negative impact on their mental health, according to Indeed’s survey.

DEI as a whole is currently under attack right now, but Davis says that while many leaders can get behind the idea of “inclusion,” they have a harder time with the idea of “belonging.” 

“Understanding people, and the stories of people who are different from you, is something that is so important for the future success of your workforce,” she says. 

You can read more about the code switching study here. 

Fortune is always trying to make CHRO Daily a more valuable newsletter for our readers. If you could take a couple of minutes to give your honest feedback and answer a few questions about your experience, I’d appreciate it! It shouldn’t take you more than five minutes. You can find the link below. Thanks!

Emma Burleigh
emma.burleigh@fortune.com

Around the Table

A round-up of the most important HR headlines.

- UPS recently joined a slew of companies demanding a return to five days in office in a trend showing how determined executives are to return to pre-pandemic work life. —Wall Street Journal 

- Late 2023 saw the slowest pay and benefits growth for U.S. workers in the last two and a half years—another sign of a cooling job market. —Associated Press

- Mothers returning to work after parental leave fear being left behind or phased out. Here’s how companies are creating reboarding programs to help them get back to work. —Wall Street Journal

Watercooler

Everything you need to know from Fortune.

Four-day fears. Germany is piloting a four-day work week over the next six months—but economists think a condensed schedule will hurt prosperity. —Prarthana Prakash

New leaders. The newly created executive role of chief artificial intelligence officers (CAIOs) comes with compensation averages above $1 million. —Orianna Rosa Royle

(Un)critical weakness. Corporate leaders crave critical thinkers in their workforce, but a majority of junior employees say that skill isn’t quite developed yet. —Jane Thier