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Considering: Deauthenticity in the Workplace []

“Authenticity is defined as the sharing of self by relating in a natural, sincere, spontaneous, open, and genuine manner. Being authentic, or genuine, involves relating personally so that expressions are spontaneous rather than contrived.” (Hepworth 2010, p. 107).

In my study on socially/politically conservative librarians, self-censorship came up as a major part of this groups’ work-life experience (Theme 7: In The Closet).  Participants shared a need to suppress their opinions or recalled being told that they should not let colleagues know that they are conservative, lest they subject themselves to subtle or blatant discrimination or abuse (Kendrick & Damasco 2015).

During my current work on the low-morale experiences of racial/ethnic minority academic librarians, I’ve been thinking about self-censorship with more specificity: all the things employees from underrepresented racial or ethnic groups feel they must (not) do to avoid mistreatment at any level. Keeping in mind that in general, it’s hard to hide one’s skin color (or linguistic accent), the sort of self-censorship I’m considering is more than hiding opinions or viewpoints – I’m talking about something deeper.  I’ve termed it deauthentication.

My working definition: 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

  1. the influence of their ethnic, racial, or cultural identity,  and 
  2. 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. 

[For more on this blog post by KAETRENA DAVIS KENDRICK, go to https://theinkonthepageblog.wo...ty-in-the-workplace/]

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