Cultural Code-Switching in Professional Settings

Due to global mobility and technology the business World is continuously changing which requires professionals to constantly adapt to the new working styles and environments. The ability to successfully adapt to the changes in the new work ecosystem and skillfully relate well with people from different backgrounds is with no doubt a very important determining factor of individuals career failure, stagnation or progress. Code-switching (change some aspects of the cultural and physical identities) is one of the many adaptability skills that people in diverse working environments are using to gain a sense of belonging and progress in their career. According to (Courtney et al.,2019), code-switching involves adjusting one’s style of speech, appearance, behavior, and expression in ways that will optimize the comfort of others in exchange for fair treatment, quality service, and employment opportunities.

Is cultural code switching good or bad 
Cultural code switching is only good when it comes from a place of self acceptance and empathy to connect with people from different cultural or historical backgrounds. It should be backed with cultural intelligence skills (the ability to effectively understand, adapt and relate well with people from various cultures without compromising your cultural values and identity).  Cultural code-switching is bad and detrimental if it is driven by the feeling of self unworthy and undervaluing of self culture and identity. 

Negative effects of code switching in multicultural organisations 
Ideally in an inclusive working environment people should remain true to their cultural and physical identities which gives the organisation the competitive advantage to have diverse perspectives and point of views. This means that coworkers should only develop their cultural intelligence to understand where the other person is come from and use their perspectives to enlight their blind spots. Unfortunately most organisations are still struggling to comply with appearance diversity. For this kinds of organisations, all they want is to look diverse from the outside perspectives but remain homogeneous as they integrate their new hires in the dominant culture and without knowing pushing people to loose their important parts of their identities.They are not far from being clients for the fake rentaminority.com company that would help them fix the diversity issue quickly. Unnecessary cultural code-switching undermines the substance of equity and inclusion which promote innovations  and creativity in diverse teams.

What you should consider before code-switching 
According to Endiya Griffin & Tatiana Howell Discover the powerful CPU of code-switching ted talk you should ask yourself these three questions before you code-switch.

• C: Does this connect me to this person?
• P: Are you perceived the way you want to be perceived?
• U: Are you staying true to your identity?