Gousto x Pride: Authenticity Panel

We are proud to celebrate diversity at Gousto and believe authenticity means being true to yourself, your personality, and your values.

As part of a series of events organised throughout the company during Pride month, a group of colleagues came together earlier this week to share their experiences of bringing their whole selves to work and propose ways to become more authentic in the workplace.

The panel event in Gousto’s ‘Halloumi Hall’

What does authenticity mean to you?

The speakers introduced themselves and provided some context about their experiences being honest and vulnerable at work, both at Gousto and in previous jobs. They shared what authenticity means for them, whether that be bringing all facets of their nuanced personality to work, being unafraid of being judged for their beliefs, sticking to their core values, or feeling more respected by colleagues when they are true to themselves and what they believe in.

Are there any organisational factors that can hinder or encourage someone being their authentic self?

One team member explained how hard they found it to be authentic when communicating in their second language in their early days at Gousto. The company has previously provided English language lessons at two of our sites sites which had a significant impact on colleagues’ ability to express themselves. We hope that these lessons will be reintroduced as a positive outcome from this event.

Another speaker reminded us how difficult it can be for women to speak up when they are in meetings with mostly male colleagues. Although there are more and more women in leadership positions and some are good at making themselves heard, many do struggle with confidence and end up keeping their thoughts and opinions to themselves. You can’t truly be your authentic self if you are silencing yourself; support and respect is essential for fostering safe working environments.

Fear of judgement can also hinder our ability to bring our whole selves to work. When we belong to minority groups, it can be hard to be honest about our personal lives when we don’t know how others will react. Although workplace culture is changing a lot and many feel they no longer have to conform to certain stereotypes, this fear of judgement can still hold us back. To encourage authenticity at work, we must have compassion and empathy for our colleagues and focus on encouraging one another to be ourselves. Regardless of our position, we should all role model the behaviour we want to see; this will naturally filter out, creating a more trusting and honest environment.

What are some of the common personal barriers you faced when trying to be authentic in the workplace? Can authenticity be affected by trying to navigate this? How can we navigate this?

One panelist explained how their fear of judgement used to cause them to hide their true self at work. As a practising Muslim woman who wears a hijab and abaya, she used to worry about being treated differently, especially when working at a company whose culture did not promote diversity and inclusion. She provided an example of going to an interview where the male interviewer reached to shake her hand, an action which highlighted a conflict between her beliefs and the company’s organisational norms. However, she has now learned to communicate that this goes against her values, and believes that by showcasing what she believes in she is able to put herself in a position where she is more comfortable.

When it comes to navigating personal barriers, self reflection and self understanding is essential. We have to understand our values and reflect on how they may align with or differ to the organisational context, before working towards accommodations that allow us to be authentically ourselves. We can start by seeking support from like-minded colleagues, having an honest conversation about the barrier, and finding a common goal to bridge this gap.

When we understand ourselves, we can help others understand how they can support us.

In what ways can leaders or managers promote authenticity within their teams

Managers should lead by example, using their platform to show people that diversity is welcome. As a leader, you should listen to staff without judgement, making it clear that it is important for you to understand your colleagues, and asking questions. Likewise, you should let your team know that they can also be honest and open with you as well.

Be kind; don’t judge; remember no two people are the same.

How does being authentic impact team dynamics?

One of our panelists shared their experiences of working with teams in their capacity as a coach at Gousto. It is essential to create genuine connections within a team, and can be fostered by being open and respecting one another. Each member of the team should take time to think about their own values and beliefs and question whether they understand other people’s.

Some questions to explore:

• What can you bring to the team?
• What can you give to the team?
• What do you need from the team?

By understanding these, you can create safe environments which allow everyone to be more creative. When there is psychological space, there is less fear of failure, and stronger relationships in a team lead to higher levels of productivity.

Despite this, there are some potential drawbacks to being authentic at work. It is hard to be vulnerable, and can feel like you’re exposing yourself by acknowledging our fears and limiting beliefs. You may also struggle with conflict and be unsure how to challenge other people’s perspectives, but in the right environment you should be able to disagree and commit (one of Gousto’s core values). It is important to bring yourself to work but without overemphasising individuality; it can be hard to get this balance right but it can be achieved by focusing on your team, the company’s values, and maintaining strong communication.

Are there examples where authenticity was not there? What issues did that create?

When people don’t feel like they’re able to speak up, disagree, or share their opinion, the whole team is impacted: when a team doesn’t make decisions together, their performance suffers. This is a common problem within teams, but a coach can help people create shared values and discuss difficult issues. When we understand that diversity of opinion can lead to better outcomes, we foster an environment where it is safe to challenge other people’s perspectives.

Do you feel it’s ok if boundaries change at work over time?

We all evolve over time, and it can be a sign of greater self understanding if we develop clearer boundaries. Earlier in our career or when we are new to a company, we may compromise our beliefs or engage in activities we wouldn’t normally do for fear of being judged or excluded. One panelist gave the example of a situation which they used to agree to in their early days at Gousto but which they no longer feel comfortable with because it does not align with their beliefs. They were able to set a boundary and find a solution which enables them to maintain strong relationships at work without having to compromise their values.

Remember, boundaries are flexible and adaptable as long as they align with our core values and our wellbeing. It is important to be in a state of self reflection and to question whether our values are the same as they were, adjusting where necessary. By prioritising self care and maintaining a healthy work-life balance, we are able to maintain our boundaries at work. The goal is to get to a state where we are comfortable and are able to be our authentic selves while still being adaptable and collaborative.

Additionally, setting new boundaries at work can be a sign that we have released some of that fear of judgement and feel more comfortable being authentic to who we are.

What are some strategies and practices that can help individuals align with their personal values? How can we align personal values with professional responsibilities? Where is the line?

The main advice from the panelists was to listen to yourself. You need to understand what you want, who you are, and who you want to be on a daily basis. Ask yourself if your job is allowing you to be your most authentic self, or if you feel you need to wear a mask at work? A useful practice can be thinking about what made you happy as a child. Can you bring some of that into the job you’re doing? This is probably you at your most authentic.

It’s easy to align your values with your work when you work at a company with the ownership principles of Dream, Deliver, Care, like they are at Gousto. To quote the speaker, “we are all so different and that’s what makes this recipe of life so delicious” (we love a food metaphor!)

The panelist also shared a poem they wrote to express this:

“Treat yourself like you treat the people you love,

Don’t be scared to reach above.

Don’t be muted by the masses that sing the same song,

You have known who you are all along.

You are enough.”

Is there a difference between authentic and transparent?

There is no difference between the two as long as you remain kind, honest and open. Both authenticity and transparency are about being honest communicators. As long as you do that and remain true to yourself, they can mean the same thing.

If someone wants to bring their authentic self at work, can you give some advice by sharing an example of how you’ve done it that can be applicable to others?

The coaching panelist shared how becoming a coach helped them deepen their understanding of themselves by doing a lot of reflection.

Here are some techniques they suggested for bringing your authentic self to work:

• Be more inquisitive about other people. Ask colleagues questions about themselves
• Identify your values
• Understand your limiting beliefs and focus on overcoming them
• Question what motivates you. What are you passionate about?
• Reinforce that being authentic can help others be their true selves
• Remember that we are all on a journey. Embrace it
• Be compassionate to yourself

The other panelists shared their own advice on how to be your authentic self at work:

• Try to be true to yourself. Think about how you want others to perceive you. Make sure others know your values.
• Lead by example
• Read the room
• Accept that not everyone in the world will understand us, but be ok with this fear of rejection.
• Embrace vulnerability. Authenticity comes with its risks but remember it can lead to greater fulfilment at work
• Take small steps to test the water. Find low-risk situations where you can be vulnerable to build your confidence in sharing with others. Remember your journey towards authenticity is personal and it takes time; it is normal to feel fearful at first.

How do you help an introverted team member be more comfortable to be themselves outside of 1 to 1s

A common understanding of introversion is that an introverted person needs time alone to recharge. It’s important to realise that there are several ways to create space within teams, and that different people need different things. A good idea could be for each team member to think about what they need within the team, share these with one another, and communicate to create a safer, more inclusive space. Alternatively, you could try breaking up big meetings into smaller groups, giving quieter individuals more opportunities to speak up.

How can we be authentic but ensure we aren’t being perceived in the wrong way?

As illustrated above, the best way to be comfortable being authentic is to understand your values and start communicating them in a safe space. You might want to test the waters by sharing your perspective in an indirect or subtle way and monitoring people’s reactions, or you could start off by communicating with someone who is open-minded in your team and asking them for feedback. As the panelists acknowledged, it can take time to learn to be authentically yourself at work, but by following the steps above you can start moving in the right direction.

Conclusion

The main takeaways from this thought-provoking panel can be distilled into the following steps:

• Spend time understanding yourself. Think about your values, boundaries, and motivations and question if you are being true to yourself
• Embrace vulnerability and the fear of rejection and remember that we are welcomed for our differences
• Start small by communicating with like-minded colleagues before speaking up in bigger groups (if you’re shy!)
• Lead by example. Demonstrate that it is safe for others to be authentic

Most importantly, we must remember that embracing diversity will benefit us all in the long run. By creating psychological safety within a team, colleagues will be confident expressing their views and the team will be more productive as a result.

With special thanks to our speakers for their honesty and vulnerability, and to the panel host for asking such insightful questions.