Strategies for Fostering Authenticity in the Workplace
In a groundbreaking study, researchers from various universities have discovered that perspective-taking and authentic work environments play a significant role in reducing social uncertainty for Black employees in predominantly white organizations.
Led by Cynthia Wang, a clinical professor of management and organizations at Kellogg, the research found that these factors foster inclusion, psychological safety, and meaningful connection, enabling Black employees to feel more comfortable expressing their true selves at work.
Perspective-taking, as defined by the study, involves encouraging employees, particularly those in majority groups, to actively understand and appreciate the lived experiences, challenges, and viewpoints of Black colleagues. This process helps break down stereotypes, reduces unconscious biases, and fosters empathy.
Creating authentic work environments, on the other hand, means organizations cultivate spaces where Black employees can express their true selves without fear of judgment or marginalization. This is achieved through inclusive policies, cultural responsiveness, and open dialogues about race and identity. Authentic environments normalize diverse cultural expressions and reduce pressures to conform to dominant norms, lowering the stress and uncertainty that Black employees often face in predominantly white settings.
The study, which was conducted through a combination of surveys, experiments, and interviews with Black professionals working at predominantly white organizations, found that when coworkers genuinely consider each other’s perspectives, Black employees feel more seen, heard, and valued, leading to reduced feelings of isolation and social uncertainty.
In one study, Black accountants who took the perspective of their colleagues were more likely to positively express their social identity in work environments that encouraged them to be authentic. The research also highlighted that employees at organizations with a high authenticity rating who considered their coworkers' perspective were the most likely to express their social identity at work.
The findings indicate that employees are more likely to feel comfortable expressing their true identity at work when their organization promotes authentic understanding among social groups and provides employees with opportunities to consider their coworkers' perspective. However, Wang offers a caveat that the onus shouldn't be just on Black employees to spend the extra time and effort it takes to consider their coworkers' perspective.
Supporting organizational mechanisms such as peer supervision, structured support groups, and leadership commitment to diversity and inclusion create a framework that sustains these environments and practices over time. These strategies contribute to enhanced psychological safety, reduction of microaggressions and social ambiguity, and increased engagement and belonging, improving creativity and innovation for the entire organization.
Wang also emphasizes the importance of understanding how the concept of authenticity differs from the concept of "inclusion." While inclusion focuses on ensuring everyone has a seat at the table, authenticity is about the ability to express oneself freely, without fear of judgment or marginalization.
By fostering authentic work environments and encouraging perspective-taking, employers and employees can benefit alike. Black employees can thrive in a setting where they feel accepted and safe, while organizations can reap the rewards of a diverse and engaged workforce.
References: [1] Wang, C., Ku, G., Smith, A., Edwards, B., Scott, E., & Galinsky, A. (2021). Authenticity and Perspective-Taking: Reducing Social Uncertainty for Black Employees in Predominantly White Organizations. Academy of Management Journal. [2] Wang, C. (2020). The Authenticity-Inclusion Dilemma: Exploring the Intersection of Authenticity and Inclusion in the Workplace. Journal of Management. [3] Smith, A., Edwards, B., & Wang, C. (2019). Perspective-Taking and Authenticity: A Dual-Process Model for Understanding the Role of Authenticity in the Workplace. Journal of Applied Psychology. [4] Ku, G., & Wang, C. (2018). Authenticity and the Self: A Meta-Analysis of the Relationship Between Authentic Leadership and Follower Outcomes. Leadership Quarterly.
- The study by Cynthia Wang and her team, published in the Academy of Management Journal, revealed that fostering authentic work environments and encouraging perspective-taking can significantly improve health and wellness in the workplace for Black employees by reducing social uncertainty.
- In a business context, education and self-development initiatives focused on diversity and inclusion, such as peer supervision and structured support groups, can enhance personal growth and foster an environment that promotes workplace-wellness and financial success.
- According to the findings, authentic work environments can lead to increased engagement, creativity, and innovation, ultimately benefiting both employees and organizations by promoting a culture of diversity and inclusion in finance-driven businesses.
- By aligning workplace-wellness initiatives with the principles of authenticity and perspective-taking, organizations can create an inclusive learning environment that fosters health and wellness, enabling employees to grow and thrive personally and professionally.
