The Authenticity Paradox: How Diversity Impacts The Expectation To Show Up Authentically In Work

Over the past two decades, there has been a growing focus on authenticity in the workplace—and with a good reason. Research has found that employees’ perception of authentic leadership supports higher levels of job satisfaction, organizational commitment and work happiness. Additionally, when employees feel free to show up as their true selves, it leads to better workplace relationships, higher trust and greater productivity.

As a former executive and a leadership coach, I’ve found this to be true anecdotally. Leaders and employees who can bring their whole selves to work are more likely to flourish. This is in part because they're more likely to foster trust and build rapport with each other when embodying authenticity.

Unfortunately, this call for being authentic has become a catch-22. Some professionals actually have less to gain by embodying their full selves in the workplace. This seems to affect women and minority leaders and employees in particular.

The Gender Paradox

In June 2018, the New Jersey branch of global accounting company Ernst & Young hired a consultant to deliver an in-house training for its women employees. While well-intentioned, the workshop backfired because it focused primarily on appearance. In addition to being told to appear “healthy and fit,” attendees were advised to avoid showing up with “bottle blond” hair, flashy jewelry and, most notably, exposed skin. However, the consultant also cautioned employees that they shouldn't appear overly masculine—effectively the reverse of the other insights. One employee who attended the event said the advice left her feeling “like a piece of meat.”

For women, showing up authentically in the workplace is easier said than done. For those pursuing leadership roles, it's particularly difficult since success seems to rest on being gender-conforming, yet femininity is often still perceived as incongruent with leadership.

Unsurprisingly, the situation for gender-nonconforming individuals is also challenging. One 2020 study found that “formal dress codes or even informal (yet gendered) clothing expectations" cause significant stress for these employees. Beyond considering its effects on their advancement, they also worry about harassment and their overall safety.

The Race/Ethnicity Paradox

Along similar lines, leaders and employees of color struggle to bring their authentic selves to the workplace. Even Michelle Obama, the former First Lady, faced this struggle. In her recent book, Obama admitted that she straightened her hair because she felt America simply “wasn’t ready” for natural Black hair in the White House. Her decision is congruent with several studies that found Black women who show up in the workplace with Afrocentric hairstyles still risk being penalized for presenting as overly dominant or unprofessional.

This isn’t the only way in which race seems to impact one’s ability to bring their authentic self to work. Many policies regarding professionalism have built-in bias, critiquing anything from dress to vernacular to the way people work. These systems reward people who adhere to a Eurocentric standard, leaving people of color to either conform or be punished.

How Companies Can Rethink Authenticity

Being genuine is an important part of leadership and can cultivate stronger workplace cultures. To ensure calls for authenticity in the workplace support everyone, here are three areas of workplace policy companies should examine.

Performance Reviews

The authenticity paradox can appear during the review period, when unconscious bias—or outright discrimination—can affect how employees receive feedback on their performance. To avoid this, identify potentially problematic assessment fields, then initiate candid conversations across the organization about whether these fields are necessary. If they are, discuss ways to mitigate bias from affecting them.

Also consider putting accountability structures in place. In my experience, it's as simple as offering employees under review a chance to respond to their feedback and ensuring they can do so without any risk of retaliation. This is an effective way to identify potential problems with how authenticity is being assessed and valued in relation to different employees.

Dress Codes

As mentioned, business dress codes have historically been deeply structured by gender and racial/ethnic norms. Rather than dictate what specific items of clothing employees must or should wear, focus instead on the desired effect. For example, if the goal is to have everyone show up in business professional attire, ask employees to present themselves in a clean and professional manner. This allows all employees to show up authentically while also being respectful of the workplace environment.

Offsite Events

The business world's long tradition of hosting offsites often involves activities that are marketed as a chance for everyone to let their guard down. Unfortunately, some offsite events can actually hinder employees' ability to be authentic. One of my past clients, the only female partner at a VC firm, felt compelled to attend an offsite at a hunting lodge, even though she was a vegan and opposed to hunting. What should've been a casual—and optional—outing, ended up seeming like it was integral to her career success.

To avoid such incidents, veer away from activities that have a long history of excluding certain demographics. For example, it's common for professionals to connect during a game of golf, but the sport's history is rife with discrimination. More importantly, find out what employees actually want to do at an offsite. Try to give as much choice as possible, including the ability to opt out.

Making an effort to promote authenticity in the workplace is valiant and even necessary. However, companies must recognize that it isn’t a one-size-fits-all project. To truly commit to authenticity, it's vital to ensure all employees, regardless of their demographic, are supported.