Is "Covering" Stifling Your Organization's Well-being?

Many organizations are prioritizing DEI initiatives, recognizing the value a diverse workforce brings in fostering creativity and enhancing problem-solving. However, recent research by Deloitte US suggests that efforts to cultivate well-being within this diverse workforce might be undermined by a phenomenon known as "covering."

What is Covering?

Covering describes the act of downplaying or suppressing aspects of one's identity to fit in with a dominant culture. This could include anything from masking one's accent to avoiding expressing personal opinions for fear of judgment. While it may seem like a harmless coping mechanism, research shows covering can have a significant can seriously undermine employee well-being and cripple organizational performance.

Signs Your "Well-being" Efforts Might Be Missing the Mark

So, how do you know if a "covering culture" is present in your organization, hindering the effectiveness of your well-being initiatives? Here are five key signs to watch for:

  1. Low Employee Engagement: Employees who feel pressured to cover often experience lower levels of engagement and motivation. They may withdraw from team activities, hesitate to participate in meetings, and generally display a lack of enthusiasm for their work.
  2. Limited Innovation: When employees feel they cannot be their authentic selves, they are less likely to share their unique perspectives and ideas. This stifles creativity and innovation, hindering the organization's ability to adapt and grow.
  3. Increased Absenteeism and Turnover: Covering can be emotionally draining. Employees who feel they constantly need to be on guard may experience higher stress levels, leading to increased absenteeism and, ultimately, higher turnover rates.
  4. Silence in Performance Reviews: Performance reviews are an opportunity for open communication – both positive and negative. However, in a covering culture, employees may be hesitant to express concerns or offer constructive feedback, leading to inaccurate evaluations and ultimately, missed opportunities for improvement.
  5. Employee Resource Groups (ERGs) Underutilized: ERGs are designed to create a sense of belonging and support for diverse employees. Yet, in a covering culture, employees might feel uncomfortable or unsafe participating, rendering these valuable resources ineffective.

Combating the "Covering Culture" for a Thriving Workforce

Fortunately, steps can be taken to dismantle a covering culture and foster a truly inclusive environment where well-being initiatives can flourish. Here's what leaders can do:

  • Promote Psychological Safety: Creating a workplace where employees feel comfortable sharing ideas openly leads to increased innovation and problem-solving. This requires visible leadership commitment to DEI and open communication channels to address concerns.
  • Champion Transparency and Accountability: Clearly defined DEI goals and transparent progress reports on those goals create a sense of accountability that helps combat unconscious bias and promotes a more inclusive environment.
  • Empower Employee Voice: Effective leaders create space for open communication, welcoming both praise and constructive criticism from employees. This can be achieved through anonymous surveys, open forums, and actively soliciting feedback during meetings.
  • Invest in Inclusive Leadership Training: Unconscious bias can unintentionally create a covering culture. Leaders who actively recognize and challenge biases pave the way for a more equitable work environment.
  • Celebrate Diversity: Highlight the value of diverse perspectives and experiences. Recognize and celebrate employees' contributions, regardless of background.

Conclusion

Creating a well-being program is a critical step, but its success hinges on authentic inclusion. By actively dismantling a covering culture, organizations can unlock the full potential of their workforce. When employees feel valued and empowered to be their true selves, engagement, innovation, and overall well-being soar, leading to a more successful and thriving organization for everyone.