My Code-Switching Philosophy

Unpopular opinion: Everyone code-switches.

It’s the extent to which we code-switch that could potentially be harmful.

Stay with me here.

First off, there is a linguistic side to code-switching, which Urban dictionary defines as ‘to customize style of speech to the audience or group being addressed’. Then, we have cultural code-switching, which involves altering one’s behaviors to fit in with the dominant norms of one's environment. Now, code-switching is by no means a new phenomenon. W.E.B Dubois wrote about this reality in 1903 in his book ‘The Souls of Black Folks’. People of most races and ethnicities exercise this habit on a regular basis. And media has been covering it for some time now. NPR started ‘Code Switch’ in 2013 – a blog/podcast that provides perspective on racial matters in society and is still active today. The infamous videos of former President Barack Obama switching up his demeanor and style of language when interacting with different groups of people have made their rounds on the interwebs. Countless articles have been published on the topic and the subject has been addressed frequently on social media and television (read: Key and Peele).

In my opinion, code-switching is not problematic unless it is detrimental to your mental health.

Here’s why low-level code-switching is acceptable: it is completely natural to adjust your behavior to the people around you in a given situation. As earlier definitions centered around linguistics suggest, people with a first language other than English code-switch when around their English-speaking friends as opposed to when they speak to friends with the same native tongue. This makes sense, as different cultures use different facial expressions and body language to communicate ideas and feelings. There is also a certain comfort level that exists when speaking to someone in their own language. And, of course, we all have a professional self when it comes to the workplace. I mean, you don’t use your customer service voice with your friends or family but it is applicable and effective at work.

Let’s further explore code-switching in the workplace.

Over the years, the scope of cultural code-switching has broadened significantly, especially as People of Color take inventory of our place in the workforce - particularly in roles within the business world. Whatever field you are in, there is at least a subtle tweak in your disposition that occurs in the parking lot or entrance to your work building; a shift in how you operate that acclimatizes you to your work environment and the people in it. Then, at the conclusion of your work day, you shift back to regular operating procedures.

Take slang for instance. Most forms of slang are not considered to be professional and do not have a space in a business environment. That’s just the way it is. One may use company jargon and even curse in some instances, but for the most part, proper English is spoken in the workplace. With that being said, AAVE (African American Vernacular English), the relaxed communication style that is the norm for Black folks is not appropriate in a business environment. For the sake of professionalism, we leave this familiar way of casually speaking to our peers and family outside the office doors. And the layers of the onion peel away from there.

There are plenty of other behavioral factors in the business world that we as POCs have to take care to account for when we code-switch at work. It is important to be aware of facial expressions and body language in order to appear inviting and approachable. For those of us who naturally have resting bitter face or are not the perpetually perky type, this is an aspect to constantly be aware of throughout the work day. The general expectation is that you are to be ‘on’ one hundred percent of the time; so if a POC appears to be unfriendly by not immediately come across as warm and inviting, we could be regarded as unapproachable or even intimidating. Tone is another biggie. In meetings, calls and email correspondence, it is essential to pay attention to the overall feel of any messaging that you put out there. Coming across as ‘having an attitude’ could be problematic. Missteps in any of these areas could steer co-workers away from a POC and/or call into question whether you are a culture fit.

Appearance, specifically dress and hairstyle, is another layer to the switch. What is ‘professional’ when it comes to these areas was originally framed around the societal norms that existed in the industry prior to POCs being hired in increasing numbers. Female POCs have been documented as being more self-conscious about what they wear to work and what message it sends than other groups. On the topic of hairstyles, textured hair did not have a space in the professional realm, so Black women felt pressured to straighten their hair in attempts to assimilate to the straighter hair they predominantly witnessed in the office. I do not want to take away from the strides that have been made here. There has been significant progress within the last few years in the acceptance of Black natural hair and culturally celebrated styles such as 'fros, braids, twists and locs, with several states passing CROWN Acts that prohibit the discrimination of candidates based on hairstyle. However, there are still some lengths to go to eliminate the social stigmas and distaste that can be associated with Black hair.

Now, although I'm from the hood, I grew up being the ‘white’ Black girl. A phrase that was legitimately said to my face (among other worse phrases in a similar vein). I was always the ‘articulate’ one (insert eye roll). The ‘smart’ one who read all the time and used big words as a child. The only or one of only a few Black kids in honors classes in high school, which was in a largely Black community. The one whose first college roommate (Caucasian) could not place the race of when introduced over the phone.

Honestly, this has been a blessing and a curse in the workplace. In fact, years back, in my first big girl job, I was told that I was ‘too’ professional. Later on, in the same job, I was challenged on whether I was showing my ‘true’ self. Fun fact: I was. I felt no pressure to be a completely different person at work in order to interact with my co-workers or leaders. I simply showed up the way I thought that a business professional should: I was ‘on’. I spoke properly, used my customer service voice, leaned on my extensive vocabulary to express myself and thought quickly on my feet to solution problems. I also wore my natural hair out when I didn’t have braid or twist extensions and dressed in my own interpretation of the office dress code. Maybe it was hard to believe based on previous experiences that this leader had, but I was my authentic self, albeit, the professional version. I code-switched to the extent that I felt necessary to excel in my role. Interestingly enough, I didn’t need to code-switch to achieve that goal in the environment I was in. This type of situation is a blessing and a privilege because many of us have to put on a mask for eight or more hours a day.

Fortunately, wearing the mask every day is not something I've had to do in my career. Nonetheless, I know from multiple sources, including first-hand accounts from friends who have experienced this, that it is frustrating and it is draining. This is where code-switching can become detrimental. Feeling as if you need to suppress who you really are and bring forth a persona that will satisfy the expectations of the people that you work with is a miserable way to operate. Tolerating misguided attempts of coworkers trying to fit you into a box while hiding your honest emotions behind a fake smile and trivial conversation in order to conform is enough to make anyone weary. Experiencing or witnessing microagressions on the job can be especially incensing if you do not feel comfortable calling them out, whether directly or indirectly. These are just a few of the countless illustrations of code-switching by POCs in the business world that can be mentally or emotionally damaging.

Listen, no one should have to pretend to be someone they are not in order to make a living, no matter what type of work is involved. I imagine that keeping up the façade is almost as much work as doing the actual job itself. The toll on one’s mental health in this situation can be significant. The stress of keeping up a work persona could contribute to a slippery slope of other mental health issues. This is a dangerous situation to put yourself in. And to what end?

Sadly, a homogenous model of the ‘ideal employee’ does still exist in 2021. For as many companies as there are that have invested in Diversity, Equity and Inclusion (DE&I), there are many other companies who have made no attempt to hire folks from diverse backgrounds who can provide fresh perspectives and solutions. What may be worse is when a company does hires a POC in order to fulfill a quota but makes no effort to address DE&I. Again, we have an ‘only’ situation that is tough to navigate and can lead to issues for both employee and employer, creating a problematic cycle.

So, to revisit my original statement – everyone code switches. It is the extent to which we code-switch that we must be vigilant. If you take a mental or emotional inventory and find that this practice is having an adverse effect on your life, know that nothing is worth compromising your true self. You deserve to be you in all spaces, especially the workplace, considering the amount of time you spend there. Remember that what you put out there is what you attract; so, if you lead with your authentic self, you will find where your authentic self belongs.