{"id":12081,"date":"2021-01-09T12:29:11","date_gmt":"2021-01-09T17:29:11","guid":{"rendered":"https:\/\/ioadvisory.com\/?p=12081"},"modified":"2024-05-07T17:20:37","modified_gmt":"2024-05-07T21:20:37","slug":"iworkplace-authenticity-practical-myth","status":"publish","type":"post","link":"https:\/\/ioadvisory.com\/blog\/iworkplace-authenticity-practical-myth\/","title":{"rendered":"Is Workplace Authenticity Practical or a Myth?"},"content":{"rendered":"

\"Employees<\/a>Given the recent and prolonged attention paid to social justice issues including systemic discrimination, it\u2019s easy to understand why Black, Indigenous and people of colour (BIPOC), people with disabilities, and LGBTQ employees are being encouraged to \u2018be themselves\u2019 at work. But is it safe for everyone to be himself\/herself at work?<\/p>\n

Over the past years, and especially in recent months, many people have been reflecting on the value and importance of \u201cbringing your entire self to work\u201d and \u201cauthenticity.\u201d This is a stark contrast to a concept and practice called \u201ccovering at work<\/a>.\u201d<\/p>\n

\u00a0<\/strong><\/p>\n

Why People \u201cCover\u201d at Work<\/strong><\/p>\n

Sure, diversity and inclusion are \u201cin.\u201d \u00a0Diversity brings a multitude of perspectives to the table, enhances creativity and resourcefulness, and improves an organization\u2019s bottom line. And yet, according to a report published by Deloitte, certain populations actively cover up aspects of their identities that they believe are unwelcome and\/or stigmatized. In other words, while at work, they downplay who they really are.<\/p>\n

\"authenticity<\/a>This may occur because of worries about being passed over for a promotion<\/a> if you don\u2019t fit a specific mould; worry about being considered a \u201cradical\u201d for wearing religious symbols, or too \u201cpolitical\u201d for being openly LGBTQ. People of colour risk being labelled as \u201ctoo sensitive\u201d or \u201ctoo angry\u201d for speaking up about inequities, or their experiences with microaggressions or even more overt forms of racism.<\/p>\n

Authenticity is the opposite of being political, or \u201cplaying the game.\u201d Authenticity can be risky. For example, one can invite unfavourable bias. This is especially true if you\u2019re female, or a person of colour. For example, many women know they have to soften their approach when speaking up, to not be labelled \u201cangry.\u201d<\/p>\n

In the Vice-presidential debate between Kamala Harris and Mike Pence, I watched as Harris frequently balanced like a tightrope walker, looking for that magical spot between \u201cstrong enough to lead\u201d and \u201ctoo strong\u201d and looking like an \u201cangry Black woman\u201d while Pence repeatedly interrupted and talked over her.<\/p>\n

 <\/p>\n

The Motherhood Penalty<\/strong><\/p>\n

According to a 2019 Family Matters report published by the Royal Bank of Canada, women experience “a significant earnings penalty” for five years after the birth of a child. These numbers are specific to mothers. The report shows that men’s wages rise during the same period when women’s wages are falling. In fact, fathers actually make more money than men without children.<\/p>\n

\"motherhood<\/a>Parenting is usually a more neutral and less charged topic than the inclusion of BIPOC, disabled, or LBGTQ employees and colleagues. If in practice, there\u2019s still a \u201cmotherhood penalty<\/a>\u201d it\u2019s easy to see how we may have a ways to go before we get to a point where workplace authenticity is a reality for all employees, rather than a myth.<\/p>\n

 <\/p>\n

Emotional Tax<\/strong><\/p>\n

In addition to covering at work taking a toll on an employees\u2019 productivity and creativity, it may also take a toll on their\u00a0mental health<\/a>. Although it\u2019s common to act more reserved and professional at work, living with a large gap between your\u00a0true self <\/em>and your\u00a0professional persona <\/em>is draining. When you feel like you\u2019re constantly acting it can be tiring, and it\u2019s difficult to sustain over the long-term.<\/p>\n

A more recent study of 700 Canadian men and women identifying as Black, East Asian and South Asian by a non-profit women\u2019s advocacy organization, Catalyst, found that Canadian people of colour carry extra weight at work that\u2019s so significant that it impacts their health and often causes them to contemplate quitting. The weight is known as an \u201cemotional tax.\u201d Emotional tax is \u201ca feeling of being different from peers at work because of gender, race or ethnicity, which can affect a person\u2019s well-being and ability to thrive in their job (Tara Deschamps<\/a>, July 19, 2019).\u201d<\/p>\n

In some organizations, I\u2019d argue that things have not really changed. Despite the attention given to the subject, particularly in the months after the murder of George Floyd, I have spoken with BIPOC people who still suffer from the consequences of their race and\/or LGBTQ status in their workplace.<\/p>\n

Similarity bias<\/strong><\/p>\n

Similarity bias means wanting to hire those most like you. Often this means a conscious or unconscious bias against hiring people who have different lived experiences than the person(s) who are making the hiring decisions. Intuitively, authenticity can run counter to getting hired or promoted in organizations where this bias exists. Hiring managers need to remember that often it\u2019s worth hiring based on what someone can contribute, not how similar someone is to you or the rest of the team. For a more nuanced discussion, read or listen to Hiring for Best Fit, Without Bias<\/a>.<\/p>\n

In-Group Bias<\/strong><\/p>\n

\"hiring<\/a><\/p>\n

The In-Group Bias is unfairly favouring someone from one\u2019s own group. You might think that you\u2019re unbiased, impartial and fair, but we all succumb to this bias since humans have evolved to be this way.<\/p>\n

Although in-group bias may be operating on a subconscious level, it is easy to see how people who don\u2019t look or seem like us are part of an \u201cout-group.\u201d<\/p>\n

Two things to take away: by passing over the candidate who doesn\u2019t instantly match your notion of a good cultural fit or the best fit, you may be missing out. And, what happens when a workplace hires for fit, but the workplace culture expects staff to cover who they really are? The short answer is less creativity, less engagement, potentially higher turnover, a toll on mental health and well-being, and potentially worse.<\/p>\n

For more on the topic of authenticity, listen to this podcast episode \u201cAuthenticity Is a Double-Edged Sword<\/a>\u201d by one of my favourite Organizational Psychologists, Dr. Adam Grant.<\/p>\n

 <\/p>\n

Are you ready to go beyond writing a statement or setting up a Diversity and Inclusion Committee or Task Force? Or are you an employee who is seeking a more inclusive workplace?<\/strong>\u00a0Dr. Helen\u2019s training in Work and Business Psychology (officially known as Industrial and Organizational\u00a0(I\/O) Psychology<\/a>) means she is a genuine expert in evaluating work-related behaviours. She uses those skills to help hiring managers tell the difference between people who say the right things during interviews and people who actually deliver on the job. Plus, she knows how to do it inclusively.<\/p>\n

 <\/p>\n

Reach out today for a free and confidential initial consultation by\u00a0phone<\/a>,\u00a0email<\/a>,\u00a0or via direct message on\u00a0Twitter<\/a>,\u00a0Facebook<\/a>\u00a0or\u00a0LinkedIn<\/a>.<\/p>\n

 <\/p>\n

More than career coaching,\u00a0it\u2019s career psychology<\/em>\u00ae.<\/p>\n

 <\/p>\n

I\/O Advisory Services<\/a>\u00a0\u2013 Building Resilient Careers and Organizations.™<\/p>\n

 <\/p>\n

Please share this article using any of the social media icons below.<\/p>\n

 <\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

Given the recent and prolonged attention paid to social justice issues including systemic discrimination, it\u2019s easy to understand why Black, Indigenous and people of colour (BIPOC), people with disabilities, and LGBTQ employees are being encouraged to \u2018be themselves\u2019 at work. But is it safe for everyone to be himself\/herself at work?<\/p>\n","protected":false},"author":3,"featured_media":12090,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5,302,255,314],"tags":[382,32,317,326,294,163,136,114,170,243,160],"class_list":["post-12081","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-diversity-inclusion","category-mental-health","category-workplace-culture","tag-anti-racism","tag-career-advice","tag-career-coaching","tag-career-counselling","tag-career-development","tag-diversity","tag-inclusion","tag-leadership","tag-mental-health","tag-organizational-climate","tag-organizational-culture"],"yoast_head":"\nIs Workplace Authenticity Practical or a Myth? - I\/O Advisory Services Inc.<\/title>\n<meta name=\"description\" content=\"Authenticity is a popular buzz word. Despite recent attention to inclusion and social justice issues, is authenticity practical or a myth?\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/staging.ioadvisory.com\/iworkplace-authenticity-practical-myth\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Is Workplace Authenticity Practical or a Myth? - I\/O Advisory Services Inc.\" \/>\n<meta property=\"og:description\" content=\"Authenticity is a popular buzz word. Despite recent attention to inclusion and social justice issues, is authenticity practical or a myth?\" \/>\n<meta property=\"og:url\" content=\"https:\/\/staging.ioadvisory.com\/iworkplace-authenticity-practical-myth\/\" \/>\n<meta property=\"og:site_name\" content=\"I\/O Advisory Services Inc.\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/IOAdvisoryServices\" \/>\n<meta property=\"article:author\" content=\"https:\/\/www.facebook.com\/IOAdvisoryServices\/\" \/>\n<meta property=\"article:published_time\" content=\"2021-01-09T17:29:11+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-05-07T21:20:37+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/staging.ioadvisory.com\/wp-content\/uploads\/2021\/01\/Depositphotos_54638875_s-2019.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1000\" \/>\n\t<meta property=\"og:image:height\" content=\"592\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Dr. Helen Ofosu\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Dr. Helen Ofosu\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/staging.ioadvisory.com\\\/iworkplace-authenticity-practical-myth\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/staging.ioadvisory.com\\\/iworkplace-authenticity-practical-myth\\\/\"},\"author\":{\"name\":\"Dr. Helen Ofosu\",\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/#\\\/schema\\\/person\\\/393bd10d5e74a1eb24a37d5e5252a13c\"},\"headline\":\"Is Workplace Authenticity Practical or a Myth?\",\"datePublished\":\"2021-01-09T17:29:11+00:00\",\"dateModified\":\"2024-05-07T21:20:37+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/staging.ioadvisory.com\\\/iworkplace-authenticity-practical-myth\\\/\"},\"wordCount\":1114,\"publisher\":{\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/staging.ioadvisory.com\\\/iworkplace-authenticity-practical-myth\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/wp-content\\\/uploads\\\/2021\\\/01\\\/Depositphotos_54638875_s-2019.jpg\",\"keywords\":[\"anti-racism\",\"career advice\",\"career coaching\",\"career counselling\",\"career development\",\"diversity\",\"inclusion\",\"leadership\",\"mental health\",\"organizational climate\",\"organizational culture\"],\"articleSection\":[\"blog\",\"Diversity & Inclusion\",\"Mental Health\",\"Workplace Culture \u200b\"],\"inLanguage\":\"en-CA\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/staging.ioadvisory.com\\\/iworkplace-authenticity-practical-myth\\\/\",\"url\":\"https:\\\/\\\/staging.ioadvisory.com\\\/iworkplace-authenticity-practical-myth\\\/\",\"name\":\"Is Workplace Authenticity Practical or a Myth? - I\\\/O Advisory Services Inc.\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/staging.ioadvisory.com\\\/iworkplace-authenticity-practical-myth\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/staging.ioadvisory.com\\\/iworkplace-authenticity-practical-myth\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/wp-content\\\/uploads\\\/2021\\\/01\\\/Depositphotos_54638875_s-2019.jpg\",\"datePublished\":\"2021-01-09T17:29:11+00:00\",\"dateModified\":\"2024-05-07T21:20:37+00:00\",\"description\":\"Authenticity is a popular buzz word. Despite recent attention to inclusion and social justice issues, is authenticity practical or a myth?\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/staging.ioadvisory.com\\\/iworkplace-authenticity-practical-myth\\\/#breadcrumb\"},\"inLanguage\":\"en-CA\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/staging.ioadvisory.com\\\/iworkplace-authenticity-practical-myth\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-CA\",\"@id\":\"https:\\\/\\\/staging.ioadvisory.com\\\/iworkplace-authenticity-practical-myth\\\/#primaryimage\",\"url\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/wp-content\\\/uploads\\\/2021\\\/01\\\/Depositphotos_54638875_s-2019.jpg\",\"contentUrl\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/wp-content\\\/uploads\\\/2021\\\/01\\\/Depositphotos_54638875_s-2019.jpg\",\"width\":1000,\"height\":592,\"caption\":\"Employees encouraged to be authentic\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/staging.ioadvisory.com\\\/iworkplace-authenticity-practical-myth\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Is Workplace Authenticity Practical or a Myth?\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/#website\",\"url\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/\",\"name\":\"I\\\/O Advisory Services Inc.\",\"description\":\"Coaching, HR, & Training Using I\\\/O Psychology\",\"publisher\":{\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-CA\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/#organization\",\"name\":\"I\\\/O Advisory Services Inc.\",\"url\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-CA\",\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/wp-content\\\/uploads\\\/2022\\\/08\\\/I-O-ADVISORY_1200x1200-WordMark.png\",\"contentUrl\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/wp-content\\\/uploads\\\/2022\\\/08\\\/I-O-ADVISORY_1200x1200-WordMark.png\",\"width\":1200,\"height\":1200,\"caption\":\"I\\\/O Advisory Services Inc.\"},\"image\":{\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/#\\\/schema\\\/logo\\\/image\\\/\"},\"sameAs\":[\"https:\\\/\\\/www.facebook.com\\\/IOAdvisoryServices\",\"https:\\\/\\\/x.com\\\/drheleno_ca\",\"https:\\\/\\\/www.instagram.com\\\/drheleno_ca\\\/\",\"https:\\\/\\\/www.linkedin.com\\\/in\\\/helenofosu\",\"https:\\\/\\\/www.youtube.com\\\/user\\\/ioadvisory\"]},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/ioadvisory.com\\\/blog\\\/#\\\/schema\\\/person\\\/393bd10d5e74a1eb24a37d5e5252a13c\",\"name\":\"Dr. Helen Ofosu\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-CA\",\"@id\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/4a428328517690090e1e8a44d9c02087f1c0e634678b2a982e3f84f785c4258a?s=96&d=mm&r=g\",\"url\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/4a428328517690090e1e8a44d9c02087f1c0e634678b2a982e3f84f785c4258a?s=96&d=mm&r=g\",\"contentUrl\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/4a428328517690090e1e8a44d9c02087f1c0e634678b2a982e3f84f785c4258a?s=96&d=mm&r=g\",\"caption\":\"Dr. Helen Ofosu\"},\"sameAs\":[\"https:\\\/\\\/www.ioadvisory.com\",\"https:\\\/\\\/www.facebook.com\\\/IOAdvisoryServices\\\/\",\"https:\\\/\\\/www.instagram.com\\\/drheleno_ca\\\/\",\"https:\\\/\\\/www.linkedin.com\\\/in\\\/helenofosu\",\"https:\\\/\\\/x.com\\\/drheleno_ca\",\"https:\\\/\\\/www.youtube.com\\\/user\\\/ioadvisory\"]}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Is Workplace Authenticity Practical or a Myth? - I\/O Advisory Services Inc.","description":"Authenticity is a popular buzz word. Despite recent attention to inclusion and social justice issues, is authenticity practical or a myth?","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/staging.ioadvisory.com\/iworkplace-authenticity-practical-myth\/","og_locale":"en_US","og_type":"article","og_title":"Is Workplace Authenticity Practical or a Myth? - I\/O Advisory Services Inc.","og_description":"Authenticity is a popular buzz word. Despite recent attention to inclusion and social justice issues, is authenticity practical or a myth?","og_url":"https:\/\/staging.ioadvisory.com\/iworkplace-authenticity-practical-myth\/","og_site_name":"I\/O Advisory Services Inc.","article_publisher":"https:\/\/www.facebook.com\/IOAdvisoryServices","article_author":"https:\/\/www.facebook.com\/IOAdvisoryServices\/","article_published_time":"2021-01-09T17:29:11+00:00","article_modified_time":"2024-05-07T21:20:37+00:00","og_image":[{"width":1000,"height":592,"url":"https:\/\/staging.ioadvisory.com\/wp-content\/uploads\/2021\/01\/Depositphotos_54638875_s-2019.jpg","type":"image\/jpeg"}],"author":"Dr. Helen Ofosu","twitter_misc":{"Written by":"Dr. Helen Ofosu","Est. reading time":"6 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/staging.ioadvisory.com\/iworkplace-authenticity-practical-myth\/#article","isPartOf":{"@id":"https:\/\/staging.ioadvisory.com\/iworkplace-authenticity-practical-myth\/"},"author":{"name":"Dr. Helen Ofosu","@id":"https:\/\/ioadvisory.com\/blog\/#\/schema\/person\/393bd10d5e74a1eb24a37d5e5252a13c"},"headline":"Is Workplace Authenticity Practical or a Myth?","datePublished":"2021-01-09T17:29:11+00:00","dateModified":"2024-05-07T21:20:37+00:00","mainEntityOfPage":{"@id":"https:\/\/staging.ioadvisory.com\/iworkplace-authenticity-practical-myth\/"},"wordCount":1114,"publisher":{"@id":"https:\/\/ioadvisory.com\/blog\/#organization"},"image":{"@id":"https:\/\/staging.ioadvisory.com\/iworkplace-authenticity-practical-myth\/#primaryimage"},"thumbnailUrl":"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2021\/01\/Depositphotos_54638875_s-2019.jpg","keywords":["anti-racism","career advice","career coaching","career counselling","career development","diversity","inclusion","leadership","mental health","organizational climate","organizational culture"],"articleSection":["blog","Diversity & Inclusion","Mental Health","Workplace Culture \u200b"],"inLanguage":"en-CA"},{"@type":"WebPage","@id":"https:\/\/staging.ioadvisory.com\/iworkplace-authenticity-practical-myth\/","url":"https:\/\/staging.ioadvisory.com\/iworkplace-authenticity-practical-myth\/","name":"Is Workplace Authenticity Practical or a Myth? - I\/O Advisory Services Inc.","isPartOf":{"@id":"https:\/\/ioadvisory.com\/blog\/#website"},"primaryImageOfPage":{"@id":"https:\/\/staging.ioadvisory.com\/iworkplace-authenticity-practical-myth\/#primaryimage"},"image":{"@id":"https:\/\/staging.ioadvisory.com\/iworkplace-authenticity-practical-myth\/#primaryimage"},"thumbnailUrl":"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2021\/01\/Depositphotos_54638875_s-2019.jpg","datePublished":"2021-01-09T17:29:11+00:00","dateModified":"2024-05-07T21:20:37+00:00","description":"Authenticity is a popular buzz word. Despite recent attention to inclusion and social justice issues, is authenticity practical or a myth?","breadcrumb":{"@id":"https:\/\/staging.ioadvisory.com\/iworkplace-authenticity-practical-myth\/#breadcrumb"},"inLanguage":"en-CA","potentialAction":[{"@type":"ReadAction","target":["https:\/\/staging.ioadvisory.com\/iworkplace-authenticity-practical-myth\/"]}]},{"@type":"ImageObject","inLanguage":"en-CA","@id":"https:\/\/staging.ioadvisory.com\/iworkplace-authenticity-practical-myth\/#primaryimage","url":"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2021\/01\/Depositphotos_54638875_s-2019.jpg","contentUrl":"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2021\/01\/Depositphotos_54638875_s-2019.jpg","width":1000,"height":592,"caption":"Employees encouraged to be authentic"},{"@type":"BreadcrumbList","@id":"https:\/\/staging.ioadvisory.com\/iworkplace-authenticity-practical-myth\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/ioadvisory.com\/blog\/"},{"@type":"ListItem","position":2,"name":"Is Workplace Authenticity Practical or a Myth?"}]},{"@type":"WebSite","@id":"https:\/\/ioadvisory.com\/blog\/#website","url":"https:\/\/ioadvisory.com\/blog\/","name":"I\/O Advisory Services Inc.","description":"Coaching, HR, & Training Using I\/O Psychology","publisher":{"@id":"https:\/\/ioadvisory.com\/blog\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/ioadvisory.com\/blog\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-CA"},{"@type":"Organization","@id":"https:\/\/ioadvisory.com\/blog\/#organization","name":"I\/O Advisory Services Inc.","url":"https:\/\/ioadvisory.com\/blog\/","logo":{"@type":"ImageObject","inLanguage":"en-CA","@id":"https:\/\/ioadvisory.com\/blog\/#\/schema\/logo\/image\/","url":"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2022\/08\/I-O-ADVISORY_1200x1200-WordMark.png","contentUrl":"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2022\/08\/I-O-ADVISORY_1200x1200-WordMark.png","width":1200,"height":1200,"caption":"I\/O Advisory Services Inc."},"image":{"@id":"https:\/\/ioadvisory.com\/blog\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/IOAdvisoryServices","https:\/\/x.com\/drheleno_ca","https:\/\/www.instagram.com\/drheleno_ca\/","https:\/\/www.linkedin.com\/in\/helenofosu","https:\/\/www.youtube.com\/user\/ioadvisory"]},{"@type":"Person","@id":"https:\/\/ioadvisory.com\/blog\/#\/schema\/person\/393bd10d5e74a1eb24a37d5e5252a13c","name":"Dr. Helen Ofosu","image":{"@type":"ImageObject","inLanguage":"en-CA","@id":"https:\/\/secure.gravatar.com\/avatar\/4a428328517690090e1e8a44d9c02087f1c0e634678b2a982e3f84f785c4258a?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/4a428328517690090e1e8a44d9c02087f1c0e634678b2a982e3f84f785c4258a?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/4a428328517690090e1e8a44d9c02087f1c0e634678b2a982e3f84f785c4258a?s=96&d=mm&r=g","caption":"Dr. Helen Ofosu"},"sameAs":["https:\/\/www.ioadvisory.com","https:\/\/www.facebook.com\/IOAdvisoryServices\/","https:\/\/www.instagram.com\/drheleno_ca\/","https:\/\/www.linkedin.com\/in\/helenofosu","https:\/\/x.com\/drheleno_ca","https:\/\/www.youtube.com\/user\/ioadvisory"]}]}},"_links":{"self":[{"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/posts\/12081","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/comments?post=12081"}],"version-history":[{"count":9,"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/posts\/12081\/revisions"}],"predecessor-version":[{"id":15136,"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/posts\/12081\/revisions\/15136"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/media\/12090"}],"wp:attachment":[{"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/media?parent=12081"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/categories?post=12081"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/ioadvisory.com\/blog\/wp-json\/wp\/v2\/tags?post=12081"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}