DISCLAIMER: This post is intended only as general information about professionalism as a pretext for discrimination. It is not legal advice and does not establish an attorney-client relationship. If you need specific legal advice, please contact an attorney to discuss your unique circumstances.
As our workplaces diversify and evolve, the term “professionalism” is often used as a blanket term to justify ending employment without legal repercussions. But what does it truly mean to be professional? Let’s delve into this concept and examine its intersection with societal issues, including potential discrimination.
What is Professionalism?
At its core, professionalism encompasses a set of behaviors and attitudes that reflect a commitment to excellence, integrity, and respect in the workplace. It is often attributed to employees viewed as:
- Unemotional. Maintaining composure under pressure, they do not let personal feelings interfere with work responsibilities.
- Objective. They making decisions based on facts and evidence rather than personal biases.
- Logical. They approach problems with clear, rational thinking.
- Respectful. Valuing the contributions and perspectives of all colleagues, they build powerful teams.
- Proactive. Anticipating inevitable conflicts, they address them before they cause harm.
- Solutions-Oriented. They focus on finding effective resolutions rather than dwelling on obstacles, blame, or revenge.
These desired characteristics are behavior-based, not appearance-based, and contribute to peaceful and productive workplaces. When professionalism standards are based on appearance, they can often serve as a pretext (cover) for discrimination.
A History of Bias
While I was working in the Office of Compliance and Diversity at the City University of New York’s (CUNY) Queens College, I had the pleasure of working with Aysa Gray, among other leaders challenging us to think more critically about the world around us. Her insightful writings highlight how professionalism standards have historically favored white, Western norms, often to the detriment of people of color and those from different cultural backgrounds. For example, dress codes included restrictions on natural hairstyles worn by Black employees and employers favored Western business attire. Similarly, direct and unemotional communication styles were favored over more expressive or nuanced ways of speaking.
It is more effective for employers to focus employment decisions on the essential functions of a job. That is the standard applied under the Americans with Disabilities Act, but it is also instructive generally.
Fostering Inclusive Workplaces
We must broaden our understanding of professionalism, focusing less on how employees appear and more on how they perform. This involves:
- Challenging Biases. Recognize and address the implicit biases that shape our perceptions of professionalism.
- Embracing Diversity. Value different cultural expressions and work styles as equally professional.
- Creating Equitable Policies. Develop workplace policies that are inclusive. Seek out and change those that disproportionately impact certain groups.
Conclusion
By adopting a more holistic approach to professionalism, we can create environments where all employees feel valued and respected. It is relatively easy to drive organizational success while also enhancing well-being and earning employee loyalty.
At Third Ear Conflict Resolution, we are committed to helping employers and employees navigate these complexities. Through mediation, training, and ongoing support, we strive to build workplaces that are peaceful and productive.
Need to modernize your employee policies?
Crafting Collaborative Solutions: A Holistic Approach to Workplace Disengagement