‘White Professionalism’ & Workplace Assimilation

White Professionalism & Workplace Assimilation

White professionalism is what I call the societal standards and behaviors deemed “acceptable” and “professional” in Corporate America. Let’s be blunt: these standards are deeply rooted in white supremacy and Eurocentric norms. They dictate everything from appearance and communication styles to how we navigate power dynamics and workplace hierarchies. And guess what? These so-called norms end up alienating and excluding vast segments of the workforce. It’s a problem, and it’s time we talk about it.

Let’s start with the obvious. White professionalism assumes there’s only one way to be “professional”: polished, neutral, and emotionless. It favors rigid dress codes, Eurocentric hairstyles, specific speech patterns, and even names, demanding assimilation at the expense of authenticity. Take hairstyles, for example. Locs, afros, and braids—hairstyles commonly worn by Black individuals—have long been labeled “unprofessional.” Even with laws like the CROWN Act, which has been passed in 23 states as of 2023 to prevent race-based hair discrimination, the biases persist. (CROWN Act Info) These aren’t just minor inconveniences; they’re daily reminders that being yourself isn’t good enough.

And it’s not just about how you look—it’s about your voice and even your name. White professionalism loves indirect, overly polite, and coded language. But if you’re assertive—especially as a BIPOC or a woman—you’re “aggressive.” Let’s call it what it is: a double standard that forces people to silence their authentic voices to fit into a mold that wasn’t made for them. Then there are names. People with “ethnic” names are often pressured to adopt nicknames or endure constant mispronunciations. I can’t count the number of times I’ve seen someone’s name butchered in a meeting while others barely made an effort to get it right. It’s dehumanizing. And for many, adopting a nickname feels less like a choice and more like a survival tactic.

And that’s the core issue—survival. In an ideal world, everyone would be free to be their authentic selves at work, but we don’t live in that world. The reality is that BIPOC and marginalized communities often have to prioritize safety over self-expression. White professionalism is oppressive, yet choosing to assimilate is sometimes necessary for survival, for career growth, and for economic security. This is not a failure on the part of marginalized employees—this is a failure of the system itself.

According to the Center for Talent Innovation, 76% of Black professionals and 63% of Latinx professionals feel they have to “change” themselves to conform to workplace norms. This constant code-switching isn’t just exhausting—it’s an emotional and mental burden that many carry daily. While some are in positions where they can push back, not everyone has that luxury. For many, “playing the game” isn’t about conformity—it’s about protecting themselves.

Let me be real with you: I’ve lived this. As a first-generation college graduate and Chicana from a border town, stepping into Corporate America felt like stepping onto another planet. I was lost. Despite graduating from one of the best schools in the nation, I couldn’t even get my foot in the door. A friend eventually told me, “You’re not using your white voice.” At first, I was confused. But then she showed me how to “speak white”—changing my tone, pronunciation, and mannerisms. And you know what? It worked. I started getting callbacks and job offers. But that didn’t feel like success; it felt like erasure. And yet, I had to do it.

That’s the harsh truth: White professionalism forces BIPOC employees into a lose-lose situation. Either you assimilate and lose pieces of yourself, or you refuse and risk being overlooked, dismissed, or even retaliated against. This is why DEI work is so essential. It’s not just about bringing more diversity into workplaces; it’s about changing the standards of what’s considered “professional” so that people don’t have to constantly navigate this impossible choice.

The DEI Connection: Why This Matters More Than Ever

This is why Diversity, Equity, and Inclusion (DEI) work is critical. DEI isn’t just about hiring diverse talent—it’s about creating workplaces where that talent can thrive without being forced to assimilate. A company can recruit as many BIPOC employees as they want, but if they’re expected to shrink themselves to fit a narrow definition of professionalism, that’s not inclusion—it’s assimilation.

Workplace equity means dismantling the norms that make authenticity a liability. It means ensuring policies, leadership development, and promotion pathways don’t favor those who fit into traditional (often white, male, and privileged) corporate structures. It means actively challenging biases in hiring, leadership selection, and workplace culture.

This is the work of DEI. It’s not just a “nice to have” initiative—it’s the key to real, lasting change in the workforce.

So, What Do We Do?

1️⃣ Redefine Professionalism – It’s time to question why we equate “professional” with “white, polished, and neutral.” Professionalism should be about competence, integrity, and innovation, not assimilation.

2️⃣ Create DEI Accountability – Companies need to go beyond performative DEI efforts and hold leadership accountable for fostering inclusive workplaces that value authenticity over conformity.

3️⃣ Address Bias in Promotions & Leadership – We can’t claim to champion diversity while rewarding those who conform to outdated standards. Leadership needs to reflect diverse ways of thinking, leading, and presenting.

4️⃣ Support Psychological Safety – Employees should feel empowered to bring their full selves to work without fear of being penalized. True inclusion means valuing diverse voices, not silencing them.

White professionalism has dictated Corporate America for far too long. But things are shifting. Younger generations are demanding transparency, authenticity, and equity. The question is: will companies rise to the challenge, or will they cling to a status quo that’s already crumbling?

The time for change isn’t tomorrow; it’s now. DEI is the way forward. Let’s stop pretending these norms are “just the way things are.” They’re not. By rejecting white professionalism and embracing a truly inclusive vision of work, we can build environments where everyone—not just the privileged few—can thrive.