The Intersection of Identity and the Workplace
When we started The Coven four years ago, our vision was to create a space where everyone’s lived experience is represented and celebrated, especially those who have historically felt alone or ignored in the workplace. That vision remains the same today. In fact, we find ourselves more committed than ever to understanding how we as an organization can design spaces where people feel truly welcome and safe — not just physically, but emotionally.
Psychological safety has become top of mind for many organizations in recent years as groundbreaking research from Harvard and Google reveal the concept as a top predictor of successful teams. At The Coven, we are committed to designing inclusive workspaces, evolving our approach alongside our community. We couldn’t help but wonder how aspects of identity may impact one’s feelings of psychological safety in professional environments. What are the behaviors and rituals that make people feel valued? Alternatively, what workplace realities make people feel isolated and alone?
We partnered with our friends at dscout to run a national study focused on how psychological safety is experienced in the workplace today. We know that historically underserved communities — BIPOC, LGBTQ+ individuals, and women in particular — experience psychological safety differently than white, cisgender people. Our data affirms this and provides a clear path to psychological safety at the intersection of identity and work.
The disappearing line between “personal” and “professional”
The insights from this study helped us understand that perhaps there was never really a separation of “work life” and “personal life.” When nearly everyone — 88% of all employed people — considers their work an important part of their identity, it’s all one life.
For many people, their work is a passion they’ve committed to pursuing professionally. Their work persists outside of the office, regardless of whether or not they are on the clock.
“Even when I’m not at work, I’m still a doctor answering health questions for family and friends, ready to help anyone who needs it. For example, when the pilot asks for a doctor, I stand up; when someone has a seizure on the street, I step up and evaluate. I don’t leave that professional identity at the doors of the hospital. Health and medicine are interesting and compelling to me and it’s one of my favorite conversation topics.” — Anonymous (she/her), 30, Richmond, VA
“My profession is an important part of my identity because it showcases my creativity and abilities. I’m naturally a go-getter, have many ideas and like to help others reach their goals.” — Anonymous (she/her), 39, Grymr-Devndle, KY
These days, I think many can relate to the experience of bringing their work home with them. But when it comes to living our full truths at work, many nonwhite, non-cisgender workers face additional challenges.
“Racism, misogyny, classism, sexism and homophobia make my professional life difficult as a Black queer person from a low income background. This is difficult because sometimes people who are well meaning may not understand how their words or behaviors are violent and oppressive. This is also difficult because when I’m in some spaces I may be a person’s first Black friend and am expected to perform excess emotional labor to help them bridge the gap and be aware of their behaviors. “ — Anonymous (she/her), 30, Chicago, IL
“I just couldn’t be myself [at work]. It was really difficult. I would get ridiculed. I would get talked about, and it created a whole hostile environment of distrust. I was the only person of my race and ethnicity. I had to leave eventually and I hate that because it was a good job.” — Elliott (he/him), 36, Palm Desert, CA
“[A coworker] kept referring to me as ‘she’ even though I had made it really clear that I don’t want to be known as ‘she.’ I want to be called ‘they,’ and I felt really disrespected because he knows that and just called me ‘she’ anyway. I felt like it was a total lack of respect for my gender identity. I feel like it shouldn’t even be a ‘way’ to disrespect me. I think it’s so cruel to even be thinking of that way in the first place. It makes me sad. I just learned that some people are going to be really rude and jerks about gender identity even today and I mostly just have to suck it up. I don’t want to be ‘that person’ and go complain about it.” — Dani A. (they/them), 29, Harrisonville, MO
Designing a safer workplace
This work also revealed that having the opportunity to bring one’s full lived experience to the workplace also allows them to take their work to the next level. Many find they can be a better coworker, leader, and service provider when personal connections are bridged in the workplace.
“My culture, race and age are all identities that make it easier for me in [my work]. My company consults with school leaders and partners in black and brown communities, like myself. We connect directly to the people we serve. It’s always nice to share and learn from what they (our consultants) do to make a difference in our communities.” — Anonymous (she/her), 30, New York, NY
“There are a lot a lot a lot of times when I feel like being Muslim, visibly Muslim, makes Muslim patients feel better. They feel like they are not alone. And when I see other colleagues, doctors, nurses, janitorial staff, who are Muslim, I feel connected. We acknowledge one another. We have to.” — Anonymous (she/her), 30, Richmond VA
We asked these workers about how to design a more welcoming workplace. Interestingly, we learned that employee resource groups and special office “perks” fall to the bottom of their priority list. What many workers crave are greater transparency, accommodations for parenting, mental health, and faith — aspects of identity that people can’t leave at the proverbial office door.
This work opened our eyes to more ways we can advance our leadership on the future of work, and how to continue partnering with organizations who share our passion and mission for creating professional environments where everyone can thrive.
The full report of findings from this work is available to download on The Coven website.
