{"id":3057,"date":"2023-12-01T17:01:56","date_gmt":"2023-12-01T17:01:56","guid":{"rendered":"https:\/\/rethinkq.adp.com\/?p=3057"},"modified":"2024-09-03T10:21:14","modified_gmt":"2024-09-03T09:21:14","slug":"an-authenticity-revolution","status":"publish","type":"post","link":"https:\/\/rethinkq.adp.com\/an-authenticity-revolution\/","title":{"rendered":"An authenticity revolution"},"content":{"rendered":"\n<header class=\"entry-header bg-adp-tan block--article-header alignfull block--article-header\" >\n\n  \n\n<figure class=\"wp-block-image size-full entry--image\"><img decoding=\"async\" width=\"1920\" height=\"1280\" src=\"https:\/\/rethinkq.adp.com\/wp-content\/uploads\/2023\/11\/RWYHR7.jpg\" alt=\"\" class=\"wp-image-3058\" srcset=\"https:\/\/rethinkq.adp.com\/wp-content\/uploads\/2023\/11\/RWYHR7.jpg 1920w, https:\/\/rethinkq.adp.com\/wp-content\/uploads\/2023\/11\/RWYHR7-300x200.jpg 300w, https:\/\/rethinkq.adp.com\/wp-content\/uploads\/2023\/11\/RWYHR7-1024x683.jpg 1024w, https:\/\/rethinkq.adp.com\/wp-content\/uploads\/2023\/11\/RWYHR7-768x512.jpg 768w, https:\/\/rethinkq.adp.com\/wp-content\/uploads\/2023\/11\/RWYHR7-50x33.jpg 50w, https:\/\/rethinkq.adp.com\/wp-content\/uploads\/2023\/11\/RWYHR7-1600x1067.jpg 1600w, https:\/\/rethinkq.adp.com\/wp-content\/uploads\/2023\/11\/RWYHR7-1536x1024.jpg 1536w, https:\/\/rethinkq.adp.com\/wp-content\/uploads\/2023\/11\/RWYHR7-375x250.jpg 375w\" sizes=\"(max-width: 1920px) 100vw, 1920px\" \/><\/figure>\n\n\n\n<div class=\"wp-block-group entry--title-wrapper\"><div class=\"wp-block-group__inner-container is-layout-flow wp-block-group-is-layout-flow\"><div class=\"entry--social-share\">\n  <ul>\n    <li><a href=\"https:\/\/www.facebook.com\/sharer\/sharer.php?u=https:\/\/rethinkq.adp.com\/an-authenticity-revolution\/&#038;t=An authenticity revolution\" target=\"_blank\"><img decoding=\"async\" src=\"https:\/\/rethinkq.adp.com\/wp-content\/themes\/rethink-quarterly\/img\/facebook.svg\" alt=\"Facebook logo - click to share this article on Facebook\"><\/a><\/li>\n    <li><a href=\"http:\/\/twitter.com\/share?text=An authenticity revolution&#038;url=https:\/\/rethinkq.adp.com\/an-authenticity-revolution\/\" target=\"_blank\"><img decoding=\"async\" src=\"https:\/\/rethinkq.adp.com\/wp-content\/themes\/rethink-quarterly\/img\/twitter.svg\" alt=\"Twitter logo - click to share this article on Twitter\"><\/a><\/li>\n    <li><a href=\"https:\/\/www.linkedin.com\/sharing\/share-offsite\/?url=https%3A%2F%2Frethinkq.adp.com%2Fan-authenticity-revolution%2F\" target=\"_blank\"><img decoding=\"async\" src=\"https:\/\/rethinkq.adp.com\/wp-content\/themes\/rethink-quarterly\/img\/linkedin.svg\" alt=\"LinkedIn logo - click to share this article on Facebook\"><\/a><\/li>\n  <\/ul>\n<\/div>\n\n            <a class=\"entry--tag tag-style\" href=\"https:\/\/rethinkq.adp.com\/time-for-universal-basic-income\/\">Features<\/a>\n\n        \n  <h1 class=\"entry-title\">An authenticity revolution<\/h1>\n\n\n<p class=\"is-style-summary-style\">The quest for workplace authenticity has taken on new urgency as employers try to nudge workers back to the office.<\/p>\n<\/div><\/div>\n\n\n  <div class=\"entry--meta content-width\">\n           <p class=\"authors\">By\n                        <a href=\"https:\/\/rethinkq.adp.com\/author\/janna-brancolini\/\">Janna Brancolini<\/a>\n\n             \n         \n     <\/p>\n    \n  \n  <p>1 December 2023  <span class=\"desktop-only\">\u2014<\/span> <a href=\"https:\/\/rethinkq.adp.com\/issue-10-trust\/\">Issue 10: Trust<\/a> \n  <\/div><!-- .entry-meta -->\n\n<\/header><!-- .entry-header -->\n\t<div class=\"entry-content content-width\">\n\n\n\n<p>Discussions about diversity, equity and <a href=\"https:\/\/rethinkq.adp.com\/how-hr-can-foster-belonging\/\">inclusion<\/a> often center around numbers and quantitative progress. But managing people is an art, not a science, and inclusion is closely tied to authenticity.<\/p>\n\n\n\n<p>\u201cInclusion in the work environment is a feeling of people being welcomed and valued in the organization,\u201d says Tiffany Davis, Chief Inclusion &amp; Diversity Officer, ADP. \u201cThat has to take into consideration the diversity of people, and people bringing their whole selves to work, as much as they feel comfortable.\u201d&nbsp;<\/p>\n\n\n\n<p>Employers are increasingly trying to create more authentic workplaces where employees feel freer to act like themselves \u2014 and less pressured to adopt a separate, professional persona. With many hybrid and remote employees reluctant to return to the office, organizations are ramping up efforts to bring more of the psychological comfort and ease of home into the workplace.&nbsp;&nbsp;<\/p>\n\n\n\n<p>These efforts raise important questions about how employers can foster trust so workers feel comfortable being their authentic selves. Striking that careful balance between promoting authenticity and being invasive largely depends on the cultural context at hand.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Raising the authenticity stakes<\/h2>\n\n\n\n<p>In much of the world, the battle over return-to-office policies has reached a fever pitch.<\/p>\n\n\n\n<p>For months, companies have been asking their employees to come into the office at least three or four days per week. And yet, offices have remained<a href=\"https:\/\/www.nytimes.com\/2023\/06\/20\/business\/return-to-office-remote-work.html\" target=\"_blank\" rel=\"noreferrer noopener\"> stuck<\/a> for more than a<a href=\"https:\/\/www.cnbc.com\/2023\/09\/11\/90percent-of-companies-say-theyll-return-to-the-office-by-the-end-of-2024.html\" target=\"_blank\" rel=\"noreferrer noopener\"> year<\/a> at just half their pre-pandemic occupancy. The reason is simple: workers have experienced the freedom and flexibility of remote work, and many don\u2019t want to give up that work-life balance by returning to the office. Some employers, on the other hand, have found it difficult to track productivity and promote collaboration among dispersed workers.&nbsp;<\/p>\n\n\n\n<p>As a result, some companies have announced plans to punish remote work. After office perks like free food didn\u2019t lure back workers, organizations are making it clear that employees who don&#8217;t show up in the office as much as expected will have their attendance addressed in performance reviews.<\/p>\n\n\n\n<p>But some companies haven\u2019t given up on the carrot approach. In an effort that goes deeper than daily perks, they\u2019re attempting to transform their corporate culture so the office becomes a place employees want to be: They\u2019re trying to make their workplaces more authentic. According to the London School of Economics, that means <a href=\"https:\/\/blogs.lse.ac.uk\/businessreview\/2022\/04\/11\/rethinking-authenticity-at-work\/\" target=\"_blank\" rel=\"noreferrer noopener\">fostering<\/a> an environment where workers \u201cfeel they are able to express or operate in accordance with one\u2019s genuine values, beliefs, motivations, culture and personality, among colleagues, managers, clients and other stakeholders equally.\u201d<\/p>\n\n\n\n<figure class=\"wp-block-pullquote\"><blockquote><p>Trust fosters authenticity, <br>which in turns deepens trust.<\/p><\/blockquote><\/figure>\n\n\n\n<p>Studies show that achieving workplace authenticity is a win-win: workers are happier, healthier and higher-performing, the London School of Economics reports. Authenticity, which is a product of inclusive leadership, also leads to more engagement, higher job satisfaction and better retention of talented workforces, says Prof. Youngsun Paik, Director of the Center for Asian Business and the Center for International Business Education at Loyola Marymount University in Los Angeles.<\/p>\n\n\n\n<p>\u201cAuthenticity is an outcome derived from a corporate culture. It\u2019s the result of hard work to try to shape a corporate culture that values psychological safety, trust, belonging and inclusion,\u201d Paik says. It requires healthy relationships both horizontally and vertically within organizations, with workers at all levels who don\u2019t mind showing vulnerability or weakness.<\/p>\n\n\n\n<p>In other words, authenticity and trust are part of the same feedback loop: trust fosters authenticity, which in turns deepens trust.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Trust as a two-way street<\/h2>\n\n\n\n<p>Genuinely authentic workplaces require serious buy-in from both sides: employers need to foster trust, and employees need to respect the rules of civility.<\/p>\n\n\n\n<p>And there is a learning curve for managers. \u201cWe sometimes forget that leaders don\u2019t know how to do this overnight,\u201d Davis says. \u201cUltimately, leaders are focusing on business results, but the most successful and appreciated leaders are the ones who get to know the people as the humans they are.\u201d&nbsp;<\/p>\n\n\n\n<p>Employees also have to make an effort to listen to and respect their colleagues and consider differing points of view. \u201cRole modeling comes into play,\u201d Davis says. \u201cWhat you learn about a work environment comes from your manager, and people make decisions based on behaviors they see in the environment. Do you feel comfortable with bringing your whole self into work?\u201d&nbsp;<\/p>\n\n\n\n<p>Leadership training should focus on building relationships that are deeper than just the associate relationship to get results. \u201cIt takes courageous conversations about different life experiences,\u201d Davis says.&nbsp;<\/p>\n\n\n\n<p>All too often, people in majority groups are allowed to be themselves, while others are penalized based on stereotypes \u2014 or because of bias toward a narrow set of characteristics that supposedly define professionalism.<\/p>\n\n\n\n<p>Many members of marginalized groups have<a href=\"https:\/\/www.latimes.com\/business\/story\/2023-08-08\/remote-work-racism-reprieve-return-to-office\" target=\"_blank\" rel=\"noreferrer noopener\"> reported<\/a> that working from home offered a respite from workplace discrimination, especially microaggressions, subtle and unintentional \u2014 yet nevertheless harmful \u2014 discriminatory statements and actions that can pile up throughout the day. At home, people of color, disabled workers and neurodivergent workers have found they are freer to be themselves without experiencing prejudice, improving their well-being and saving them valuable time and energy for their work.<\/p>\n\n\n\n<p>And managers need to be sure to respect boundaries if associates would rather keep parts of themselves private. \u201cPeople continue to evolve, and their most authentic self evolves. Discussions of the meaning of diversity have evolved in the past decade,\u201d Davis says. \u201cUltimately, on the journey of developing an inclusive culture, mistakes will happen along the way. Someone says the wrong thing or reacts the wrong way. It\u2019s important for grace to be given as you\u2019re creating these environments.\u201d<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Cultural implications<\/h2>\n\n\n\n<p>Authenticity is a highly subjective concept that requires cultural nuance. In many parts of Asia, for example, employees want to be true to their personalities, says Paik of Loyola Marymount University. They would embrace the freedom to be themselves at work, with the flexibility to dress how they want and take breaks when they need them.<\/p>\n\n\n\n<p>But Asia doesn\u2019t have the same concept of authenticity as in the west, Paik adds. When Paik, who is originally from South Korea, moved to the U.S. 40 years ago, he found \u201cauthenticity\u201d was a nebulous word that was difficult for him to grasp. Instead, there are Korean words that are more similar to integrity or honesty that encapsulate the idea of being true to oneself.&nbsp;&nbsp;<\/p>\n\n\n\n<p>And regardless of what it\u2019s called, the desire to express one\u2019s whole or true self can be at odds with important parts of Asian business culture, Paik says \u2014 namely, the desire to save face in what is often a hyper-competitive work environment.<\/p>\n\n\n\n<p>\u201cIn Japan, and to some extent in Korea and other Asian countries, the separation between your work self and your real or personal self is strongly influenced by Confucianism,\u201d Paik says. \u201cConfucianism emphasizes harmony and loyalty to avoid conflicts and disputes.\u201d<\/p>\n\n\n\n<p>As a result, many people will put on a type of fa\u00e7ade \u2014 called <em>tatemae<\/em> in Japanese \u2014 instead of expressing their <em>honne<\/em>, or true feelings and desires, in order to keep the peace. People in the west also adopt work personas, but without the same pressure to avoid conflicts and save face, the gulf between the two sides of one person isn\u2019t as great, Paik adds.&nbsp;<\/p>\n\n\n\n<p>Thanks in part to the competitive work environment in Asia, which prizes long hours and maximum facetime, convincing employees to return to the office hasn\u2019t been as challenging in Japan and South Korea as it has been in the U.S. Employees at big companies are also much more loyal to their employers and much more socially connected to their colleagues, Paik says.<\/p>\n\n\n\n<figure class=\"wp-block-pullquote\"><blockquote><p>\u201cAuthenticity is defined by the individual person, and it\u2019s a journey.\u201d<\/p><cite>Tiffany Davis, ADP<\/cite><\/blockquote><\/figure>\n\n\n\n<p>But that doesn\u2019t mean they don\u2019t want authenticity. Millennials and Gen Zers especially want to change the grueling culture at Asian multinationals. And during the pandemic, nowhere was it clearer than in Asia that employee physical and mental well-being has to be made a priority in order for them to perform at their best.<\/p>\n\n\n\n<p>\u201cSaving face is the game they play, but the most important thing is people want to behave naturally and show themselves as they are,\u201d Paik explains. \u201cThis is true in the east and the west. The pandemic has been a tipping point; we realized it\u2019s important to see people as they are.\u201d<\/p>\n\n\n\n<p>In the end, it\u2019s about creating environments where people can be their best selves. \u201cAuthenticity is defined by the individual person, and it\u2019s a journey,\u201d Davis says. \u201cWe\u2019re creating spaces that make people comfortable to continue to show up as themselves.\u201d<\/p>\n\n\n<div class=\"block--author\">      <div class=\"block-author__inner\">\n        <div class=\"author--image\">\n                      <a href=\"https:\/\/rethinkq.adp.com\/author\/janna-brancolini\/\"><img decoding=\"async\" src=\"https:\/\/rethinkq.adp.com\/wp-content\/uploads\/2023\/11\/Janna-Brancolini-298x305.jpg\" alt=\"\" \/><\/a>\n                  <\/div>\n        <div class=\"author--info\">\n                      <a href=\"https:\/\/rethinkq.adp.com\/author\/janna-brancolini\/\" class=\"author--name\">Janna Brancolini<\/a>\n\n          \n          <p>Janna Brancolini is an American journalist based in Milan, Italy, frequently writing about environmental and tax policy for Bloomberg. She covered the Covid-19 pandemic in Italy for the Los Angeles Times, and her articles and essays have appeared in the Columbia Journalism Review, Los Angeles Review of Books, Business Insider and more. Janna\u2019s first narrative nonfiction book, \u201cBreaking the Surface,\u201d blending science, art and history to tell the story of one of the world\u2019s first underwater archaeologists, is forthcoming from St. Martin\u2019s Press.<\/p>\n          <div class=\"block--author-social\"><ul class=\"author--socials\"><\/ul><\/div>\n        <\/div>\n      <\/div>\n       <\/div>\n\n<div class=\"block--recommended-content alignwide is-style-bg-adp-tan\"><div class=\"block-recommended-content__inner\">\n\n<h2 class=\"wp-block-heading\">Read more<\/h2>\n\n\n<div class=\"block--article-pushpoint pushpoint__small\">      <div class=\"block-article-pushpoint__inner\">\n        <a href=\"https:\/\/rethinkq.adp.com\/rethinking-just-in-time-staffing\/\">\n        <div class=\"pushpoint--image\">\n          <img decoding=\"async\" src=\"https:\/\/rethinkq.adp.com\/wp-content\/uploads\/2023\/05\/istockphoto-511521036-1024x1024-1-1084x576.jpg\" alt=\"\" \/>\n        <\/div>\n        <div class=\"pushpoint--info\">\n                    <span class=\"pushpoint--title\">Rethinking just-in-time staffing\u00a0<\/span>\n          <p>Lean staffing helped many businesses survive the 2008 financial crisis. But has just-in-time staffing become too risky?\n<\/p>        <\/div>\n      <\/a><\/div> <\/div>\n\n<div class=\"block--article-pushpoint pushpoint__small\">      <div class=\"block-article-pushpoint__inner\">\n        <a href=\"https:\/\/rethinkq.adp.com\/data-privacy-laws-hr-payroll\/\">\n        <div class=\"pushpoint--image\">\n          <img decoding=\"async\" src=\"https:\/\/rethinkq.adp.com\/wp-content\/uploads\/2023\/12\/RWKT6G-1084x576.jpg\" alt=\"\" \/>\n        <\/div>\n        <div class=\"pushpoint--info\">\n                    <span class=\"pushpoint--title\">How data privacy laws shook up HR and payroll<\/span>\n          <p>Compliance has gotten more complex with new global data protection laws, with steep costs for mistakes.<\/p>        <\/div>\n      <\/a><\/div> <\/div>\n\n<div class=\"block--article-pushpoint pushpoint__small\">      <div class=\"block-article-pushpoint__inner\">\n        <a href=\"https:\/\/rethinkq.adp.com\/generative-ai-and-trust\/\">\n        <div class=\"pushpoint--image\">\n          <img decoding=\"async\" src=\"https:\/\/rethinkq.adp.com\/wp-content\/uploads\/2023\/12\/iStock-926200960-1-1084x576.jpg\" alt=\"\" \/>\n        <\/div>\n        <div class=\"pushpoint--info\">\n                    <span class=\"pushpoint--title\">AI and trust<\/span>\n          <p>As generative artificial intelligence enters the workplace, companies need to consider the risks and the benefits.<\/p>        <\/div>\n      <\/a><\/div> <\/div>\n<\/div><\/div>\n\n\n<section class=\"wp-block-group alignfull section--sign-up has-background\" style=\"background-color:#7967ae\"><div class=\"wp-block-group__inner-container is-layout-flow wp-block-group-is-layout-flow\">\n<p class=\"has-text-align-center is-style-default has-white-color has-text-color has-large-font-size\"><a href=\"\/sign-up\/\">Sign up<\/a> to keep up to date with ReThink Q.<\/p>\n<\/div><\/section>\n","protected":false},"excerpt":{"rendered":"<p>The quest for workplace authenticity has taken on new urgency as employers try to nudge workers back to the office.<\/p>\n","protected":false},"author":8,"featured_media":3058,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":true,"footnotes":""},"categories":[116,115],"tags":[434,435,247,405],"coauthors":[316],"class_list":["post-3057","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-features","category-thought-leadership","tag-authentic-workplaces","tag-authenticity","tag-hr","tag-trust","issue-issue-10-trust"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.5 - 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