This past weekend, while strolling through Target, I noticed something that made me pause. Halloween costumes were already hitting the shelves, a reminder that soon, people would don masks and costumes, transforming into something—or someone—else for a night. It got me thinking: How often do we wear masks at work, not for fun, but because we feel we have to?
Many of us, particularly those from underrepresented groups, know this all too well. We wear masks daily—adopting behaviors and speech that make us more palatable, less “other,” and seemingly more acceptable to those around us. This practice, often called code-switching, is exhausting. It can feel like you’re playing a part in a never-ending performance, all while battling microaggressions, imposter syndrome, and the overwhelming pressure to be the “perfect” representative of your group.
This experience is not just a burden; it’s a barrier to true engagement, innovation, and success. If you want to foster a thriving company culture, it’s time to create an environment where everyone feels safe enough to remove their masks.
Putting the Rat on the Table
Susan Callender’s recent article in Forbes on employee engagement struck a chord with me. She talks about the importance of “putting the rat on the table.” In other words, we need to openly address the uncomfortable issues that are often swept under the rug—whether it’s race, privilege, bias, or other challenging topics.
Creating a psychologically safe space for these conversations is essential. When employees feel safe to be their authentic selves, they become more engaged, productive, and innovative. But as Callender points out, this requires more than just a willingness to talk. It requires a framework that ensures these conversations are constructive and not destructive.
The RIR Protocol: A Tool for Real Change
Callender introduces the RIR Protocol, a framework designed to help employees recognize, interrupt, and repair situations that cause division and isolation. This tool allows people to process their emotions, address the root cause of discomfort, and work towards repairing relationships.
It’s a powerful approach, and one that organizations should consider adopting. But for underrepresented groups, the challenges run even deeper. The fear of being labeled as “angry” or “difficult” often keeps us silent. The burden of being “the only one” in the room can make us feel isolated, even when we’re surrounded by colleagues. And imposter syndrome, which often stems from not seeing others who look like us in positions of power, can be paralyzing.
The Extra Weight We Carry
For those of us who have spent years code-switching, the RIR Protocol can feel like a breath of fresh air. But it’s important to acknowledge the additional weight that underrepresented groups carry. When you’re constantly battling microaggressions—those subtle, often unintentional, insults that remind you that you’re different—it’s hard to feel safe. When you’re constantly trying to be the best representation of your group so that others might have a chance, it’s hard to feel like you belong. And when you’re constantly second-guessing yourself, wondering if you’re good enough, it’s hard to feel confident.
These burdens are real, and they’re heavy. But they don’t have to be permanent.
Finding Psychological Safety
To truly engage and thrive, we need to find spaces where we can take off our masks and be ourselves. For some, that may mean working within their current organization to create a culture of psychological safety. This could involve advocating for the adoption of tools like the RIR Protocol, finding allies, or joining employee resource groups that support diversity and inclusion.
For others, it may mean recognizing that their current environment is not conducive to their well-being and seeking opportunities elsewhere. Psychological safety is not a luxury; it’s a necessity. And if your current organization can’t or won’t provide it, it’s okay to move on.
Practical Steps to Take Off the Mask
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Recognize Your Needs: Understand what psychological safety looks like for you. Do you feel safe to speak up? Can you be your authentic self at work? If not, what needs to change?
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Seek Allies: Find people within your organization who can support you. This might be colleagues who share your experiences or leaders who are committed to creating a safe and inclusive environment.
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Advocate for Change: If you feel comfortable, start conversations about the need for psychological safety. Share tools like the RIR Protocol with your team or leadership. Push for training and frameworks that address the unique challenges faced by underrepresented groups.
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Consider Your Options: If you’ve tried to create change but still don’t feel safe, it may be time to explore other opportunities. Your well-being and ability to thrive should always come first.
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Take Care of Yourself: Remember that self-care is essential. The emotional labor of wearing a mask day in and day out can be draining. Make time for activities that recharge you and connect with people who affirm your worth.
Conclusion
The costumes we wear for Halloween are temporary, but the masks we wear at work can become permanent fixtures if we’re not careful. We owe it to ourselves and to those who come after us to create spaces where we can be our authentic selves—where we can take off the masks and just be. Whether that means putting the rat on the table or finding a new table altogether, the goal is the same: to live and work in environments that allow us to be fully engaged, fully innovative, and fully ourselves.