What is Code Switching at Work?

What is code switching?

In the context of the workplace, code switching is changing behavior in order to fit in with the dominant culture. This type of code switching can be quite subtle and may go unnoticed by those who are part of the dominant culture.

But did you know that more than one-third of Black employees (34%) have code-switched at work?

For those who are part of an under-represented ethnic minority, code switching can be tiring. Because code switching is motivated by a feeling of “otherness,” even if that feeling is subconscious, it’s important to take it seriously and consider whether those who don’t fit the most common demographic in your organization might feel like outsiders in some way.

Check out our full survey results on the impact of code-switching in the workplace.

What are some examples of code switching?

Some common examples of code switching in the workplace include:

A person changing how they speak in order to match others around them
An employee using slang or colloquialisms to try to fit in with their colleagues
A team member not eating certain foods while at work out of fear that colleagues may comment on them
Someone changing how they dress in order to fit in, even though their usual way of dressing complies with the company dress code.
A person downplaying certain personality traits that may be common and accepted in a person’s home country or culture

Why do people engage in code switching?

Code switching is sometimes subconscious, but it can also be a deliberate choice. Individuals who are from under-represented ethnic minority groups may feel they have to engage in code switching to avoid discrimination. For example, they might change how they dress or how they style their hair to fit in with the fashions of the dominant demographic in their workplace. Alternatively, they may downplay certain aspects of their personality if they fear those aspects might be perceived negatively.

Code switching isn’t limited to certain ethnicities, genders or socioeconomic backgrounds. A younger person working in an environment full of older people, or vice versa, may feel the need to code switch. A person’s motivations for code switching could be simplified to being a desire to fit in, but the underlying motivations may be more complex than that.

A subconscious side effect of spending time with a particular demographic

If a person spends a long time with a group of people from a given demographic, they may naturally emulate that group’s way of speaking or even pick up some of their mannerisms. For example, it’s common for people who move away from home to change their accents and then revert to their old way of speaking when they return home.

A desire to avoid confirming a stereotype

Some individuals may code switch in an attempt to avoid confirming a stereotype. For example, if a specific group is often stereotyped as loud, someone from that demographic may make a point of modulating their tone and even staying quiet in meetings. In contrast, someone who is naturally quiet may feel pressured to behave in a more extroverted way to be accepted. They may feel their usual personality is “undesirable,” even though someone in the dominant group would be considered to be acting acceptably if they engaged in the behaviors this person is masking.

A desire to fit in

It’s natural for people to want to fit in within a community. Those who come from historically marginalized backgrounds may feel pressure to emulate the behaviors of the majority in order to fit in or prevent discrimination. For example, those in the LGBTQ+ community who don’t feel safe or accepted in an organization may attempt to avoid specific topics out of fear of being identified as belonging to the LGBTQ+ community.

Code switching and your company’s culture

While some people think of code switching as being as benign as “putting on your work clothes,” that isn’t the case. There’s a big difference between simply trying to act a little more professionally in the workplace and feeling forced to behave a certain way to fit in. Each day employees find themselves code switching can chip away at their sense of identity.

If employees are feeling compelled to engage in code switching, they’re at an increased risk of burnout. This may be a sign your business is not welcoming to those who don’t fit the dominant demographic’s template.

Diversity and inclusion

It’s important to consider both diversity and inclusion. Simply hitting diversity targets as if they were a tick-box exercise isn’t enough to make those who fall into under-represented ethnic minority groups feel welcomed.

Inclusion is different from diversity, and it takes conscious and sustained effort to promote. Diversity in hiring can help increase the variety of demographics that are present in your workforce. Meanwhile, inclusion involves finding ways to ensure people of all demographics feel welcome and supported.

Tips for reducing code switching in your workforce

If you’d like to help reduce code switching, first focus on reducing underrepresentation within your organization. Try to attract applicants from different races, cultures, ethnicities, genders, ages, sexual orientations and socioeconomic backgrounds. Consider using masked resume reviewing to make sure your hiring practices are not biased when it comes to age, gender identity or other characteristics.

Ways to be more inclusive and reduce code switching include:

Provide safe spaces for employees to relax and communicate freely.
Educate yourself, and your team, on a variety of cultures.
Make diversity implicit, rather than highlighting differences. For example, routinely offer multiple menu choices, rather than explicitly highlighting that certain employees require special dietary accommodations.

Open a dialogue with your employees and ask them what affects their experience at work and how you can help improve matters for them. Listen to what they have to say, and make sure all your employees know you’re willing to listen and engage with them in the future.

Help your employees be themselves

Code switching occurs because people want to fit in with people at their workplace. If your employees feel like they’re being forced to code switch, this could be a warning sign of an unwelcoming environment. Take the time to listen to your employees’ concerns and do what you can to create an inclusive workplace where people feel comfortable being authentic.

Frequently asked questions about code switching at work

What are the three types of code switching?

The three types of code switching are inter-sentential, intra-sentential and tag switching. These types refer only to linguistic code switching, not other behaviors. Inter- and intra- refer to code switching within sentences or from sentence to sentence. Tag switching involves changing individual words.

What are the effects of code switching?

Code switching can make some people feel as if they’re losing part of their identity or cultural history. Over a prolonged period, regular code switching may increase the risk of burnout.

Is code switching unconscious?

Code switching is partly an unconscious behavior, but there can be conscious elements to it as well. For example, a bilingual person may consciously choose to switch languages to better express an emotion if the word in the other language isn’t as accurate.

What is Code Switching at Work?

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