|
Getting your Trinity Audio player ready...
|
Over the years, one of the most common questions I get after presenting on authenticity, leadership, and Latina/o identity is: When is it enough? (Speaking about having to code-switch at work.)
To get to the root of the question, we must first look at a couple of concepts: assimilation and acculturation.
Jane Jackson, in her book Introducing Language and Intercultural Communication, defines the terms the following way:
Assimilation is “the process whereby immigrants do not retain their original cultural identity and link to their heritage/culture; instead, they seek to close interaction with the host culture and adopt the cultural values, norms and traditions of the new society.”
Acculturation is “the process through which an individual is socialized into a new cultural environment.”
The main difference between the two terms is the ultimate outcome. If assimilating, the person loses their original cultural identity. When acculturating, the person is integrating their cultural identity with the new cultural environment.
Although assimilation and acculturation are defined in terms of the immigrant experience, I propose that we use it in the context of the workplace. What follows is a brief excerpt of five drawbacks of assimilation and five benefits of acculturation.
The 5 Drawbacks of Assimilation in the Workplace
While assimilation in the workplace has its perceived merits (e.g., easier to get along, better chances for promotion, feeling like you “fit in”), it’s essential to recognize the drawbacks that come with a single-minded pursuit of conformity. The following five drawbacks come from personal experiences.
1. Loss of Individuality
When I started my professional career, I thought having the right haircut, speaking the right way, and rejecting parts of myself that didn’t align with the organizational culture were the only ways to be successful. The most significant drawback of assimilation is the risk of employees feeling pressured to conform, which leads to a loss of their unique identities. When people feel the need to suppress their individuality to fit in, they may become disengaged and less creative.
2. Stifling Innovation
Assimilation, when taken to an extreme, can stifle innovation. In a homogeneous environment where everyone thinks, acts, and speaks similarly, there’s a lack of the diverse perspectives that often drive creative problem-solving.
3. Employee Stress
At many points in my career, I felt I had to assimilate or “fit in,” which caused me to experience higher levels of stress and anxiety. This can lead to burnout and decreased job satisfaction, which ultimately may impact productivity, well-being, and longevity.
4. Limited Diversity Benefits
Assimilation can also dilute the benefits of workplace diversity. The very diversity that an organization seeks to harness may be lost if everyone is expected to conform to a particular mold. When assimilation is the norm, an organization may demonstrate various levels of diversity (e.g., race, gender, nationality) but remain a homogeneous in its organizational culture.
5. Exclusion of Authentic Voices
When a workplace culture expected assimilation, it risked excluding my voice and perspectives because they did not align with the majority. This led to me feeling marginalized. This experience severely undermines the principles of inclusivity.
It is worth mentioning that organizational culture both implicitly and explicitly create an expectation for new members. The important idea to understand here is that leaders have an opportunity to create an organizational culture that eliminates an expectation for assimilation and invites members to find ways to acculturate.
The 5 Benefits of Acculturation in the Workplace
Acculturation, on the other hand, is a crucial component for fostering an inclusive and productive workplace. Often misunderstood as the act of blending in (and losing or rejecting your identity), acculturation is far more robust; it’s about celebrating the rich tapestry of backgrounds, experiences, and perspectives that each team member brings to the table while acknowledging the organizational culture that exists. It’s not about losing one’s identity; it’s about harnessing the power of diversity to drive innovation and enhance productivity through synergy.
As leaders, it’s our responsibility to create environments where every employee feels valued, supported, and heard.
The power of acculturation is truly transformative. When diverse individuals and organizations unite and bring their unique skills, talents, and identities together, it creates a synergy that propels teams to new heights.
Here are five benefits to adopting acculturation within the modern workplace:
1. Innovation
Diverse teams naturally think differently. They offer a multitude of viewpoints and approaches to problem-solving, which can lead to breakthrough ideas and creative solutions. Acculturation encourages these diverse thoughts to collide and collaborate.
2. Productivity
When employees feel that their unique perspectives are appreciated, they become more engaged and motivated. They work harder, which directly impacts productivity and the overall success of the organization.
3. Employee Satisfaction
A workplace where acculturation is embraced is one where every team member feels they belong. This sense of belonging is closely linked to job satisfaction and employee retention. Inclusivity fosters loyalty.
4. Market Competitiveness
Companies that champion acculturation gain a competitive edge. They better understand their diverse customer base and can respond effectively to a changing market. Acculturation is key to staying relevant.
5. Global Expansion
In an increasingly globalized world, acculturation is critical for companies that want to expand internationally. Understanding and respecting different cultures and perspectives is vital for successful international ventures.
As we champion acculturation, we also champion inclusivity, respect, and empathy. It’s about ensuring that all voices are not only heard but also celebrated. By valuing and embracing the unique contributions of each team member, we create a workplace culture that is not just diverse but also truly inclusive.
When Is It Enough?
Let’s return to the question I often get asked about code-switching. While code-switching generally deals with language (i.e., a speaker going back and forth between two or more languages, or language varieties, in the context of a single conversation or situation), I want to also include behavior.
For example, I speak predominantly English in my professional setting. However, when I am around other Latinas/os within the same professional setting, I tend to seamlessly switch between English, Spanish, and Spanglish. My behavior also changes. I am closer in proximity to others. There is more humor in my communication.
In light of what has been covered on the differences between assimilation and acculturation, I dare to argue that everyone, to corresponding degrees, acculturates. Those who are part of the majority culture acculturate to a lesser degree. Those from minority cultures tend to acculturate to a greater degree.
That said, I tend to draw the line of how much code-switching happens based on how authentic I feel. Feeling less authentic is an indication that I am crossing my code-switching boundaries. This threshold is different for everyone.
To help you define your code-switching boundaries, dear reader, I offer this set of questions:
- How comfortable am I with acculturating?
- Have I assimilated or acculturated in the past?
- What are my non-negotiables when it comes to my identity?
- What are some ways I have already acculturated to my organization’s culture that feel right?
- What are some ways I have already acculturated to my organization’s culture that feel wrong?
Assimilation should be understood in light of the reality that true workplace success often emerges from embracing and celebrating differences, not homogeneity. To maximize the potential of a diverse workforce, organizations should create environments where employees feel valued for bringing their unique qualities and experiences (acculturate) rather than their ability to conform (assimilate). Removing the expectation for assimilation, in order to create respect for individuality, is key to achieving the best outcomes for both employees and the organization.
Acculturation, on the other hand, is not about conformity but about unity in diversity. It’s about creating an environment where the richness of our differences is harnessed to drive innovation, productivity, and success.
Let’s commit to making acculturation a driving force in our workplaces, empowering our teams to achieve their full potential.
This article was originally published on LinkedIn and has been edited for Hispanic Executive’s Publisher’s Circle.
—
Norlan Hernández Blandón is a proud Nica/Nicoya—terms used to describe someone with Nicaraguan roots. He is the proud father to Aella Mia and husband to Isabel.
He is the founder and president of Faithful Teachings Inc. a nonprofit organization that aims to catalyze the transformation of society in Latin America through partnerships with local faith-based communities, and is also the director of the Jesse Miranda Center for Hispanic Leadership at Vanguard University. In this role, Hernández Blandónworks internally with administrators, faculty, and staff to support student success and strengthen Vanguard University’s Hispanic-serving initiatives. Externally, he helps advance the center’s mission through pastoral education, congregational care, academic research, and community development.
His previous roles include leading a corporate training department that served an international audience. He has also led a team of higher education professionals who pioneered institutional efforts in creating an infrastructure to support fully online undergraduate and graduate students.
He holds a BA in liberal studies with an emphasis on culture and society from California State Los Angeles, an MA in theology from Fuller Theological Seminary, and a PhD in intercultural studies from Biola’s Cook School of Intercultural Studies. His research interests include Latin American identity, theology, contextualization, leadership, justice, and DEI.
