What Is Code-Switching?

Aug 18

Ladan Mohamed, Content Editor @ Media x Women

Have you ever caught yourself altering the way you speak or present yourself to different groups of people? In one setting you may use slang with friends or family to convey a message, but in conversations with a coworker, you may choose to employ more "acceptable" vocabulary to convey the same message. These modifications in speech based on our environment are called code-switching.

By definition, code-switching is what happens when people who speak multiple languages or dialects alternate between their primary tone of voice to another in order to get their message across. Oftentimes within the same sentence or phrase. In a more colloquial sense, code-switching is the adjustment of one’s style of speech, behavior, appearance, and expression in a way that will enhance the comfort of others in return for fair treatment, quality of service, and even employment opportunities

As the world becomes more globalized, more people are coming into contact (in person or virtually) with individuals who possess one or more different languages and cultures than themselves. For the most part, people code-switch to identify with a particular social group—at times, they may not even realize they are doing it.

Examples of Code Switching

A viral video of President Barack Obama is one of many examples of code-switching at arguably the most powerful level. During the 2012 U.S. men’s Olympic basketball locker room meet up, President Obama walked down a row of people to greet them. When he reached the white assistant coach, he greeted him with a firm handshake. Next, he greets the black NBA player Kevin Durant with a dap handshake. DAP stands for “dignity and pride”, a link of the hands accompanied by a subtle embrace to tap one another on the back. A common symbol among African American men that expresses unity.

Code-switching is a common occurrence for marginalized people, especially in the workplace. Employers will frequently encourage their staff to bring their “full selves to work”. However, when underrepresented groups attempt to do such a thing, they are reprimanded for not being “professional” by failing to align to the dominant cultural norm. As a result, employees who are unable to code-switch properly jeopardize relationships, potential promotions, and trust. Common examples of code-switching in the workplace are when people of color alter their natural hairstyles to comply with the corporate standards, or, when multilingual people adjust their accent to assimilate with the company norms.

How can an inclusive workplace be created where workers minimize the need to code-switch?

1.Representation in leadership

Having a seat at the table is crucial. Limiting the fear of speaking without the feeling of being misunderstood. It can be nearly impossible for people to be their true selves if the gatekeepers are not actively checking their racial biases before deciding on who “fits in'' with their company. In order for people to even get in the door, code-switching becomes necessary.

2. Advocating for one another

Fostering a culture of belonging where mentorship is accompanied with sponsorship. A sponsor will provide opportunities for employees to advance while a mentor will provide ideas on how to guide you. This may seem minimal but it plays a large role to have ongoing support throughout the journey towards progression.

3. Redirect focus

What would happen if companies focused less on the idea of “professionalism” and redirected their efforts towards embracing the unique insight of each person? What if employees could focus more on the impact of their work and less on how their ideas would be perceived?

It’s time that valuable perspectives are embraced and met with employees remaining authentic without the need to code-switch. After all, when differences are welcomed, the chances of having a larger reach, a bigger impact, and a more meaningful end-product is furthered.