Break the Code: Ditch Code-Switching, Embrace Authenticity, & Win at Work & Life

Unmasking Authenticity in the Workplace: A Crucial Discussion

Welcome back! In Part 1 of this series, we explored the significant emotional and psychological toll code-switching can take on individuals, especially in the workplace. We delved into how this practice, which involves altering one's behaviour, language, and presentation to conform to different social or professional contexts, can lead to identity fragmentation, increased cognitive load, and even burnout. If you missed the first part, be sure to catch up here.

In this second instalment, we will focus on actionable strategies to help you embrace your authentic self at work and in every aspect of your life. Recent research shows that employees who regularly code-switch are 2.5 times more likely to experience burnout, with turnover rates 30% higher than those who do not engage in this behaviour (Garlington et al., 2023). This article provides the tools and insights needed to reduce the harmful effects of code-switching and promote a more inclusive, authentic work environment.

Your response might offer more insight into your work experience than you realise. As you continue reading, consider how often you adjust your behaviour to fit in and how it affects your well-being and productivity. Missed Part 1? Catch up here.

Executive Summary

• Authenticity Reduces Code-Switching: Celebrating diversity encourages authenticity and reduces the need for code-switching (Cain et al., 2023).

• Supportive Policies Matter: Inclusive environments, backed by robust policies, create spaces where individuals feel free to be themselves (Fletcher & Everly, 2020).

• The ICC Communication Model: A tool for fostering genuine inclusion and belonging in diverse workplaces (Tang et al., 2021).

The Hidden Cost of Code-Switching

Code-switching, altering one’s behaviour, language, or presentation to fit into different social or professional contexts, often leads to identity fragmentation and chronic stress. While some may see it as a survival strategy, the long-term effects are detrimental. Research indicates that this constant adjustment can lead to increased cognitive load, reduced job satisfaction, and higher turnover rates (Garlington et al., 2023). Addressing code-switching is essential for cultivating a resilient, innovative workforce where individuals feel valued and empowered to contribute authentically.

Strategies for Embracing Your True Self

1. Fostering Inclusive Environments
   Creating a workplace culture that values authenticity is crucial in reducing the need for code-switching. Organisations must move beyond surface-level diversity initiatives and commit to true inclusivity. This involves implementing DEIB (Diversity, Equity, Inclusion, and Belonging) training, developing policies that promote cultural competence, and ensuring that all voices are heard and respected. A 2023 study highlighted that workplaces with solid inclusivity foster authenticity and experience reduced turnover and increased employee engagement (Gomathy, 2023).

2. Encouraging Authenticity
   True innovation and creativity flourish when employees feel free to bring their whole selves to work. Encouraging your team to share unique perspectives, celebrate their cultures, and integrate inclusivity into daily practices can significantly enhance engagement and job satisfaction. Recent studies show that organisations that support authenticity report significantly higher levels of employee engagement, creativity, and job satisfaction (Song et al., 2020). Authentic leadership, where leaders model vulnerability and openness, can inspire others to follow suit, creating a ripple effect of authenticity throughout the organisation.

3. Providing Support Systems
   Providing structured support systems like affinity groups, mentorship programs, and counselling services tailored for minority employees can be transformative. These safe spaces allow employees to discuss the challenges of code-switching, share coping strategies, and build resilience. Research has shown that when employees feel supported by their organisation, their mental well-being improves, and they are more likely to stay with the company long-term (Fletcher & Everly, 2020).

The Role of Allies in Fostering Authenticity

Allies are critical in creating environments where authenticity isn’t just accepted—it’s celebrated. Allies can use their privilege to uplift marginalised voices, challenge microaggressions, and mentor underrepresented employees. Dr. Maya Johnson notes that "allyship is about using privilege to uplift others, ensuring every voice is heard and respected." Practical steps for allies include self-education on diversity issues, actively speaking out against bias, and offering mentorship to colleagues from underrepresented groups.

A Deeper Dive: The ICC Communication Model

The ICC Communication Model provides a structured approach to fostering inclusive organisational communication. It ensures that all voices are heard, respected, and valued by integrating the complexities of intersectionality into everyday interactions. This model is built on eight core principles, including acknowledging intersectionality, practising active listening, and challenging personal and systemic biases. Organisations implementing the ICC Communication Model often find it helps create a culture of inclusivity and respect, where employees feel comfortable being authentic (Tang et al., 2021).

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Case Study: Unleashing Authenticity

David, a senior marketing manager and first-generation immigrant, spent years struggling with the pressures of code-switching. He often felt the need to downplay aspects of his cultural identity to fit into the corporate mould. However, after attending a cultural awareness workshop, David realised the value of his unique background. By integrating his heritage into his work, David was able to lead more innovative and culturally relevant marketing campaigns. This shift enhanced the authenticity of his work and strengthened his sense of belonging and purpose within the company.

Spotlight: My Work with Alstom UK&I on Cultural Consciousness

Alstom is a global leader in transportation solutions and is known for its innovation in sustainable mobility. With a presence in over 60 countries, Alstom is critical to developing the infrastructure that powers public transport systems worldwide, from high-speed trains to metro networks.

One of the most rewarding experiences in my recent work has been my collaboration with Alstom UK&I, mainly through their Voices of Cultural Diversity core team. I had the privilege of participating as a panel member in their "I am the Voices: A Discussion on Intersectionality, Mental Health, and Cultural Consciousness" event, which brought together over 90 attendees worldwide.

During the event, I shared my journey as a Black, gay, and dyslexic man, delving into my unique challenges and offering insights from my personal experiences and professional expertise. It was a decisive moment to intertwine these narratives in a way that resonated deeply with the audience.

Chris S.M. James, an Electro-Mechanical Engineer and Voices of Cultural Diversity Deputy Lead at Alstom UK&I reflected on the event, saying:

"Jarell courageously shared his personal journey, shedding light on unique challenges and offering invaluable perspectives. His presentation successfully intertwined personal anecdotes with professional expertise, making it both moving and informative. Jarell's commitment to fostering awareness around Intersectionality, mental health, and cultural consciousness significantly added depth to our conversation and elevated the overall dialogue."

Simran Sandhu, a Senior Project Procurement Manager at Alstom UK&I, also shared her thoughts on our collaboration:

"Jarell is an inspirational, enthusiastic and educational person to meet. His session with over 80 people from across the globe in Alstom was interesting, insightful, and made a lot of people walk away wanting to find out more! Your zest for life and being open and honest is truly inspiring."

These experiences reaffirm my belief in the power of Intersectional Cultural Consciousness (ICC) as a transformative tool within organizations. Engaging in meaningful dialogue and addressing these critical issues can drive positive change and foster environments where everyone feels valued and understood.

Conclusion: A Call to Action

Reducing the identity tax from code-switching and promoting mental well-being are ethical imperatives and critical to building resilient, innovative organisations. By embracing models like the ICC Communication Model and addressing the psychological impact of code-switching, organisations can create environments where every individual feels valued, empowered, and capable of contributing their authentic selves to the workplace.

Interested in Transforming Your Workplace?
If you’re ready to take the next step toward fostering a more inclusive and authentic workplace, I offer specialised corporate services tailored to your organisation’s unique needs. As the creator and sole expert behind the ICC Communication Model, I’m here to personally guide you through building a work environment where everyone can thrive.

• ICC Model Workshops & Training: Equip your leadership and teams with the tools they need to create a genuinely inclusive environment through hands-on workshops based on the ICC Model.

• Customized Consultation: I will advise integrating the ICC Communication Model into your organization’s culture and daily practices.

• Corporate Audits: Let me assess your current policies and practices to identify areas for improvement and ensure your workplace is set up for authentic success.

For more information or to schedule a consultation, click the button below.

Sneak Peek: Next Weeks Edition

Dismantling the System: Cultivating Intersectional Cultural Consciousness for Workplace Wellbeing
Traditional DEI initiatives, while valuable, often fall short by focusing on surface-level metrics and overlooking the complexities of lived experiences. In the following article, we'll explore the transformative power of intersectional cultural consciousness. This paradigm shift moves beyond buzzwords to embrace a holistic approach to creating a truly inclusive workplace. Discover how to dismantle systemic biases, prioritise mental health, and foster a culture of belonging where every employee feels valued, empowered, and able to thrive.

Stay tuned—this is a conversation you won’t want to miss.

About Me: Jarell Bempong

Hi there! I'm Jarell Bempong, a therapist, coach, and passionate founder of Bempong Talking Therapy. I'm deeply committed to helping individuals and organizations navigate the complexities of mental well-being and cultural consciousness.

My journey has been profoundly shaped by my experiences as a Black, gay, and dyslexic English-Ghanaian man. These intersections have fueled my dedication to creating inclusive spaces where everyone feels seen, heard, and empowered to thrive.

I'm the proud author of the bestselling book, "White Talking Therapy Can't Think in Black," and the visionary behind the groundbreaking Intersectional Cultural Consciousness (ICC) Model. My work has been recognized with prestigious awards and nominations, reflecting my commitment to innovation and its impact on mental health and DEI.

Each week, I'll share insights, strategies, and personal stories that empower you to embrace your authentic self, navigate systemic challenges, and cultivate a deeper understanding of the world around you.

Let’s Connect!

Ready to embark on a transformative journey towards greater well-being and inclusivity? Whether you are seeking personal growth, looking to transform your workplace culture, or just wanting to connect, I'm here to support you.