More than one-third of Black, Hispanic workers report code-switching, new Indeed survey finds

Whether it’s taking off your shoes upon entering someone’s home, or keeping swear words to a minimum around Grandma, nearly everyone is conditioned to act a certain way based on their culture or upbringing.

But behavior based on navigating historic systemic inequalities is different. That’s called code-switching: a social strategy in which people shift their mannerisms or language to assimilate to their environment.

In light of a new Indeed survey that revealed who’s most likely to code-switch at work, one expert explained what needs to change before employees feel like they can authentically show up at work.

The data. Black (34%) and Hispanic (35%) workers are most likely to code-switch, compared to just 12% of white respondents to Indeed’s survey. Some 44% of Black respondents called code-switching necessary at work, regardless of minority representation at the top. Additionally, women are just as likely as men to code-switch and consider it necessary at work.

Perhaps surprisingly, Indeed found that employees are more likely to code-switch if their organization has BIPOC leadership representation and DE&I initiatives.

“Representation alone is not enough to forgo the need to code-switch,” Misty Gaither, VP of DE&I at Indeed, said, pointing out that even when BIPOC representation exists in a company, it’s usually comparatively small. “There are behavioral changes that need to be changed by everyone, and things that need to be embedded into every aspect of a company’s hiring, engagement, and retention strategies.”

Complex solutions for a complex problem. The behavior of code-switching isn’t what needs to change, Gaither said, but rather the system that makes employees of color feel they need to code-switch.

“You can’t program or create initiatives and think you’re going to solve a systemic structural inequity,” she said. HR leaders can strive to be more inclusive of underrepresented employees by looking at employee engagement, benefits, and opportunities for growth with them in mind. Indeed does this in part through benefits that are tailored to BIPOC and LGBTQ+ employees, like culturally specific therapy options.

“Companies have a big opportunity to develop programming for people who are on the margins because by doing that, it creates better outcomes for everyone.”