{"id":16377,"date":"2026-05-09T07:02:58","date_gmt":"2026-05-09T11:02:58","guid":{"rendered":"https:\/\/ioadvisory.com\/?p=16377"},"modified":"2026-05-20T10:24:51","modified_gmt":"2026-05-20T14:24:51","slug":"respectability-politics-at-work","status":"publish","type":"post","link":"https:\/\/ioadvisory.com\/blog\/respectability-politics-at-work\/","title":{"rendered":"Respectability Politics at Work"},"content":{"rendered":"<h2><span style=\"font-size: 16px;\"><strong>Respectability Politics at Work: When \u201cProfessionalism\u201d Becomes a Gatekeeping Tool (and What to Do About It)<\/strong><\/span><\/h2>\n<p><a href=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2026\/05\/01-Depositphotos_881343964_XL.jpg\"><img decoding=\"async\" class=\"alignright wp-image-16405\" src=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2026\/05\/01-Depositphotos_881343964_XL.jpg\" alt=\"Respectability politics disguised as feedback\" width=\"298\" height=\"298\" \/><\/a>\u201cBe more polished.\u201d<\/p>\n<p>\u201cThat wasn\u2019t the right tone.\u201d<\/p>\n<p>\u201cTry to sound more like an executive.\u201d<\/p>\n<p>These phrases can look like ordinary workplace coaching until you notice\u00a0who\u00a0hears them most,\u00a0how\u00a0they\u2019re applied, and what they cost.<\/p>\n<p>That\u2019s where\u00a0respectability politics\u00a0shows up at work: the (often unspoken) expectation that employees, especially Black employees and other underrepresented professionals, must perform closeness to dominant norms (i.e., white, middle-class, Western, often male-coded) to be seen as credible, promotable, and \u201cprofessional.\u201d<\/p>\n<p>This isn\u2019t only an employee experience issue. It\u2019s also a leadership, culture, risk, and performance issue. For employees, it can feel like walking a tightrope: one misstep and you\u2019re mischaracterized as \u201ctoo much.\u201d For executive-level succession planning, it can quietly narrow the talent pipeline to those who already match the organization\u2019s default image or leadership template.<\/p>\n<h2><span style=\"font-size: 16px;\"><strong>What Respectability Politics Looks Like in Everyday Work<\/strong><\/span><\/h2>\n<p><a href=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2026\/05\/01a-pexels-yankrukov-7640810.jpg\"><img decoding=\"async\" class=\"alignright wp-image-16406\" src=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2026\/05\/01a-pexels-yankrukov-7640810.jpg\" alt=\"respectability politics sometimes hide in plain sight\" width=\"315\" height=\"210\" \/><\/a>Respectability politics isn\u2019t about having\u00a0<em>no standards <\/em>or <em>lowering the standards<\/em>. It\u2019s what happens when standards are\u00a0<strong>cultural or stylistic preferences disguised as objective requirements<\/strong>. Common examples include:<\/p>\n<ul>\n<li><strong>Tone policing. <\/strong>Directness or urgency is framed as \u201caggressive\u201d or \u201cemotional\u201d by certain people, while the same behaviour in others is coded as \u201cconfident,\u201d \u201cdecisive,\u201d or \u201cpassionate.\u201d<\/li>\n<li><strong>Hair and appearance policing. <\/strong>Natural hair and protective styles (e.g., braids) are often labelled as \u201cunprofessional,\u201d which can put considerable pressure to comply with Eurocentric beauty norms and has inspired legal protections in the US, such as the <strong><a href=\"https:\/\/www.thecrownact.com\/\" target=\"_blank\" rel=\"noopener\">CROWN Act<\/a><\/strong>.<\/li>\n<li><strong>\u201cExecutive presence\u201d as a black box. <\/strong>Vague feedback that often rewards familiarity and similarity more than results. More importantly, defining it so narrowly that capable people who may not fit the expected template are overlooked and excluded.<\/li>\n<li><strong>Accent and language bias. <\/strong>\u201cCommunication skills\u201d is used as a catch-all critique without specifying what success looks like or why it matters for the job (e.g., accents from certain countries are desirable, whereas accents from other countries are not, even when the speech is equally clear).<\/li>\n<li><strong>\u201cCulture fit\u201d filtering. <\/strong>Hiring and promotion decisions that default to comfort (\u201cI just didn\u2019t click with them\u201d) instead of competence.<\/li>\n<\/ul>\n<p>For employees, this often translates to a constant internal calculation:\u00a0<em>How much of myself is safe to bring here?<\/em><\/p>\n<h2><span style=\"font-size: 16px;\"><strong>The Organizational Costs: Trust, Psychological Safety, and Retention<\/strong><\/span><\/h2>\n<p>Respectability politics creates a silent tax on energy, belonging, and performance. When people must self-monitor their hair, clothing, facial expressions, enthusiasm, volume, emotional range, and cultural references, psychological safety is reduced and the risk of burnout increases. Likewise, all this &#8220;<a href=\"https:\/\/ioadvisory.com\/blog\/being-ourselves-vs-covering-at-work\/\" target=\"_blank\" rel=\"noopener\">covering at work<\/a>&#8221; requires a lot of hidden effort, unfairly leaving certain employees with less mental and emotional bandwidth for their actual work.<\/p>\n<p><a href=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2026\/05\/03-Depositphotos_52992203_S.jpg\"><img decoding=\"async\" class=\"alignright wp-image-16408\" src=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2026\/05\/03-Depositphotos_52992203_S.jpg\" alt=\"\" width=\"410\" height=\"273\" \/><\/a>Psychological safety matters because it\u2019s a core condition for learning, speaking up, and surfacing risk early. <a href=\"https:\/\/hbr.org\/podcast\/2019\/01\/creating-psychological-safety-in-the-workplace\" target=\"_blank\" rel=\"noopener\">Amy Edmondson<\/a>\u2019s widely cited work shows that employees contribute more effectively when they aren\u2019t managing fear of embarrassment or punishment.<\/p>\n<p>From an executive lens, here\u2019s what inadequate psychological safety can produce:<\/p>\n<ul>\n<li>Lower engagement and innovation (people stop volunteering or sharing their ideas)<\/li>\n<li>Higher rates of \u201cquiet quitting\u201d (i.e., doing the bare minimum) and expensive turnover<\/li>\n<li>Weaker succession pipelines (only leaders who fit a superficial template advance)<\/li>\n<li>Increased reputational and legal risks (i.e., biased evaluation patterns and\/or appearance-based policies, which can become evidence)<\/li>\n<\/ul>\n<p>So yes, respectability politics harms people. It also harms organizational\/business outcomes.<\/p>\n<h2><span style=\"font-size: 16px;\"><strong>A Practical Reframe &#8211; Make \u201cProfessionalism\u201d Job-Relevant and Measurable<\/strong><\/span><\/h2>\n<p><a href=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2026\/05\/02-pexels-rdne-7580920.jpg\"><img decoding=\"async\" class=\"alignright wp-image-16407\" src=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2026\/05\/02-pexels-rdne-7580920.jpg\" alt=\"\" width=\"308\" height=\"205\" \/><\/a>One of the most anti-oppressive, high-performance shifts leaders can make is this: ask three questions about any expectation linked to \u201cprofessionalism\u201d:<\/p>\n<ul>\n<li><strong>Is it job-relevant? <\/strong>Does it directly impact outcomes, safety, or clients&#8217;\/users&#8217; trust?<\/li>\n<li><strong>Is it observable and specific? <\/strong>Can we describe the behaviour without personality or identity-related labels?<\/li>\n<li><strong>Is it consistently applied? <\/strong>Would we say this to everyone, regardless of race, gender, accent, role, or seniority?<\/li>\n<\/ul>\n<p>For example:<\/p>\n<ul>\n<li>\u201cArrives prepared and communicates deadlines clearly\u201d is job-relevant and observable.<\/li>\n<li>\u201cBe less intense\u201d is vague and often coded language associated with self-confidence (when displayed by members of racialized or underrepresented groups) or culturally bound communication styles.<\/li>\n<\/ul>\n<h2><span style=\"font-size: 16px;\"><strong>What Employees Can Do (Without Carrying the Burden Alone)<\/strong><\/span><\/h2>\n<p>Employees shouldn\u2019t have to solve structural bias individually, but there are practical moves that protect your career while you assess your options:<\/p>\n<ul>\n<li><strong>Ask for specificity &#8211; <\/strong>\u201cCan you describe what you\u2019d like me to do differently next time, and what success looks like?\u201d<\/li>\n<li><strong>Document patterns &#8211; <\/strong>Keep notes on feedback themes, who receives them, and the business\/operational impact of your work.<\/li>\n<li><strong>Request criteria, not vibes &#8211; <\/strong>Especially for promotion: \u201cWhich competencies are required, and how are they assessed?\u201d<\/li>\n<li><strong>Find allies with influence &#8211; <\/strong>Not just mentors, but sponsors who will name your contributions in rooms you\u2019re not in.<\/li>\n<\/ul>\n<p>And if your workplace repeatedly penalizes your identity while refusing clarity? That\u2019s valuable information that you should consider and reflect upon &#8230; try not to internalize it as a personal failure.<\/p>\n<h2><span style=\"font-size: 16px;\"><strong>Four Shifts Executives and HR Leaders Can Make Immediately <\/strong><\/span><\/h2>\n<p><strong><a href=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2026\/05\/04-Depositphotos_34107351_S.jpg\"><img decoding=\"async\" class=\"alignright wp-image-16409\" src=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2026\/05\/04-Depositphotos_34107351_S.jpg\" alt=\"\" width=\"339\" height=\"226\" \/><\/a>1) Replace \u201cculture fit\u201d with structured evaluation.<\/strong> Structured interviews and clear rubrics\/scoring grids reduce bias by anchoring decisions in consistent job-related criteria (see this Fact Sheet, <a href=\"https:\/\/cpa.ca\/psychology-works-fact-sheet-hire-better-job-applicants-using-a-structured-job-interview\/\" target=\"_blank\" rel=\"noopener\">Hire Better Job Applicants Using a Structured Job Interview<\/a>).<\/p>\n<p><strong>2) Audit performance feedback for coded language.<\/strong> Flag and eliminate terms like \u201cabrasive,\u201d \u201ctoo emotional,\u201d \u201cnot polished,\u201d \u201cintimidating,\u201d and \u201cneeds to develop executive presence\u201d unless there are clear behavioural examples to back up the label. Require\u00a0<strong>behavioural examples and impact<\/strong> to accompany performance review ratings. If it can\u2019t be supported by clear evidence, it shouldn\u2019t shape someone\u2019s future.<\/p>\n<p><strong>3) Train leaders on the difference between coaching and assimilation.<\/strong> Coaching is \u201c<em>Here\u2019s how to be effective in this context.<\/em>\u201d Assimilation is \u201c<em>Be less like yourself to be accepted.<\/em>\u201d<\/p>\n<p>Leaders need the skill to distinguish the two, especially in the context of conflict, feedback, and stakeholder management. This may require training in <a href=\"https:\/\/ioadvisory.com\/blog\/building-inclusive-workplaces-during-challenging-times\/\" target=\"_blank\" rel=\"noopener\">inclusive leadership<\/a> that includes equity, diversity, and inclusion, as well as anti-racism\/anti-oppression.<\/p>\n<p><strong>4) Treat appearance policies as inclusion policies.<\/strong> If grooming\/dress standards disproportionately target Black hairstyles (e.g., braids, dreadlocks, and natural hair), religious attire, cultural\/traditional dress, or gender expression, the policy isn\u2019t neutral. Update it, train on enforcement, and create a safe escalation pathway to resolve cases where policy has been misused\/weaponized.<\/p>\n<h2><span style=\"font-size: 16px;\"><strong>Who Gets to be Seen as \u201cProfessional\u201d?<\/strong><\/span><\/h2>\n<p>A powerful question for any leader before giving \u201cpolish\u201d feedback:<\/p>\n<p>\u201cAm I coaching for effectiveness or conformity?\u201d<\/p>\n<p>If the standard isn\u2019t tied to the job, applied consistently, and defined clearly, it\u2019s likely functioning as a gate to keep certain people out.<\/p>\n<p>If your organization is ready to move from vague \u201cprofessionalism\u201d talk to\u00a0<strong>clear, equitable, performance-linked standards<\/strong>, I offer\u00a0<strong>executive coaching<\/strong>\u00a0and\u00a0<strong>custom training<\/strong>\u00a0for leaders and HR teams \u2014 especially around bias-resistant feedback, inclusive performance systems, and developing psychologically safe cultures.<\/p>\n<p><strong>Book a free <a href=\"https:\/\/ioadvisory.com\/blog\/contact-dr-helen-ofosu\/\" target=\"_blank\" rel=\"noopener\">initial consultation<\/a> <\/strong>to discuss what\u2019s happening in your workplace and what an effective, practical intervention could look like.<\/p>\n<p>&nbsp;<\/p>\n<p>P.S. If you haven\u2019t yet done so, stay in the loop by subscribing to my bi-monthly newsletter.\u00a0<a href=\"https:\/\/us10.campaign-archive.com\/home\/?u=6eb10c2f811b3fbc91cb45ddf&amp;id=3c36b0d6f9\" target=\"_blank\" rel=\"noopener\">Click here<\/a>. I promise not to spam you, and your email address will always remain private.<\/p>\n<p>&nbsp;<\/p>\n<p>If you enjoyed this topic or are interested in ongoing professional and leadership development, you\u2019ll also enjoy reading or listening to\u00a0<a href=\"https:\/\/theresilientcareer.com\/\" target=\"_blank\" rel=\"noopener\"><em>How to Be Resilient in Your Career: Facing up to Barriers at Work<\/em><\/a>, my book that was published in February 2023 by Routledge. It\u2019s available in print, as an eBook, and on\u00a0<a href=\"https:\/\/www.audible.ca\/pd\/How-to-be-Resilient-in-Your-Career-Audiobook\/B0CH3TZT7N?source_code=AMNORWS022318003G-BK-ACX0-364690&amp;ref=acx_bty_BK_ACX0_364690_rh_ca\" target=\"_blank\" rel=\"noopener\">Audible<\/a>.<\/p>\n<p>&nbsp;<\/p>\n<p>More than career coaching,\u00a0<em>it\u2019s career psychology<\/em>\u00ae.<\/p>\n<p><a href=\"https:\/\/ioadvisory.com\/blog\/\" target=\"_blank\" rel=\"noopener\">I\/O Advisory Services Inc.<\/a>\u00a0\u2013 Building Resilient Careers and Organizations\u00a0<sup>TM<\/sup>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Respectability politics may be an unfamiliar term to some readers, but it creates a silent tax on energy, belonging, and performance. When people must self-monitor their hair, clothing, facial expressions, enthusiasm, volume, emotional range, and cultural references, psychological safety is reduced and the risk of burnout increases.<\/p>\n","protected":false},"author":3,"featured_media":16412,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5,7,302,304,314],"tags":[32,227,169,136,332,243,160,381,247],"class_list":["post-16377","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-career-advice","category-diversity-inclusion","category-hiring-staff-hr","category-workplace-culture","tag-career-advice","tag-hr-policy","tag-human-resources-hr","tag-inclusion","tag-leadership-development","tag-organizational-climate","tag-organizational-culture","tag-systemic-discrimination","tag-workplace-culture"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - 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