Avoid Covering Up at Work for More Inclusion

Diversity & InclusionConfidence & Self-AwarenessAll employees≈ 15 min

Key skill: Leadership & vision

Summary

Recognise covering — the parts of ourselves we hide at work to fit in — then tell legitimate requests apart from harmful ones and open up the conversation, to build a more authentic, inclusive environment.

Target audience

Anyone interested in diversity and inclusion issues.

Learning objectives

Identify the different forms of covering and assess whether a covering request is legitimate
Decide whether to respond to a covering request in line with the organisation's values
Stop downplaying certain traits in order to be more socially or professionally accepted
Stop hiding part of your identity to avoid discrimination

Module outline

ArticlesThe Johari window as a tool for reducing covering · The origins of covering · The impacts of covering (61% of people affected, lower self-esteem and engagement)
Expert videoThe concept of covering and how it affects inclusion at work
AnchoringQuiz and True/False to dig deeper into the topic and anchor what you've learned
Memo cardDownloadable coaching memo card: the key points from the expert video
CommitmentConcrete examples to help you define your own commitment
BonusA selection of videos to go further (TED, YouTube)

Models & methods

Distinction between covering and passing; external vs. internal constraint; the Johari window.

Research-based

The concept of covering, coined by Kenji Yoshino; Deloitte survey of the Fortune 500: 61% of people cover at least one trait.