This report offers an update on deauthentication, an impact factor that Black, Indigenous, and People of Color (BIPOC) face while dealing with workplace abuse and neglect (low morale). You can review earlier quantitative reports here and here (as well as qualitative data here). Also, you can read more about this impact factor, as well as the other additional impact factor and several additional Enabling Systems that BIPOC face – in my published study written with Ione T. Damasco (University of Dayton). As a short review from my original revelation of the phenonenon as I analyzed the data in 2018:
Deauthentication is a cognitive process that People of Color (PoC) traverse to prepare for or navigate predominantly White workplace environments, resulting in decisions that hide or reduce aspects of
- the influence of their ethnic, racial, or cultural identity, and
- the presentation of their natural personality, language, physical and mental self-images/representations, interests, relationships, values, traditions, and more,
to avoid macro- or microaggressions, shaming, incivility, punishment or retaliation, and which results in barriers to sharing their whole selves with their colleagues and/or clients. (Kendrick, 2018)
The following results reflect 136 responses (up from 108 responses in June 2019).
- 32% African-American; 22% Multi-racial; 21% Asian; 4% American Indian/Alaska Native
- 25% Latino
- 87% female
- 82% have engaged in deauthentication
- 75% have reduced or avoided conversations about personal or family relationships
- 71% have reduced or avoided discussions of religion, politics, or social viewpoints
- 68% have reduced or avoided conversations about cultural or ethnic (formal or informal) traditions
- 61% have changed or (re)considered creating or sharing content on their social media accounts
- 54% have changed or (re)considered clothing presentation
- 58% have reduced or avoided conversations about non-work related activities, hobbies, or interests
- 54% have changed or (re)considered clothing presentation
- 52% have changed or reconsidered body movements or non-verbal behaviors
- 45% have changed accent, speaking tone, or language structure
The survey remains open, and I will periodically share updates on this blog.
Works Cited
Kendrick, K.D. (2018, Feb. 5). Considering: Deauthenticity in the workplace. Retrieved from https://bit.ly/2BWTqkR
