In the American workplace, norms of “professionalism” have long been shaped by white male supremacy—an arrangement that is neither natural nor inevitable but rather the result of historical and ongoing systems of oppression. Generations of policies, practices, and cultural expectations have privileged certain voices, perspectives, and appearances while marginalizing and dismissing others. Recognizing that white male supremacist norms are socially constructed rather than fixed truths is the first step to dismantling them. As we seek to broaden the definition of professionalism, we must be willing to question, critique, and ultimately reshape these standards to promote equity, inclusion, and shared respect.
Moving toward a more equitable and inclusive workplace culture requires embracing new strategies that encourage change at individual, interpersonal, and organizational levels. Rather than treating these norms as immovable obstacles, we must view them as invitations to create something better. When we recognize that dominant cultural expectations in the workplace have historically sidelined women, people of color, LGBTQ+ individuals, and others marginalized by traditional power structures, the urgency of transformation becomes clear.
Here are three strategies that organizations can begin to foster inclusive environments:
Encourage Self-Reflection
Change begins with the individual. Organizations can support personal growth by encouraging employees—and especially those in positions of influence—to engage in honest, ongoing self-reflection. This process involves examining how colonial or oppressive structures have shaped our beliefs, behaviors, and biases about what constitutes a “professional.” For example, is a firm handshake or direct eye contact truly necessary to demonstrate competence, or is it simply a norm inherited from a dominant cultural perspective? Are rigid dress codes or language requirements reflective of good business practice, or do they exclude people who don’t fit these narrow criteria?
Organizations might provide reading lists, online modules, or reflection prompts, prompting team members to reconsider what they deem “professional” and why. Over time, this personal inquiry can lead to more empathetic, equitable behavior and decision-making.
Collaborative Learning and Action
Shifting workplace culture cannot be accomplished solely through introspection. It requires collective effort. Encouraging collaborative learning and action can transform abstract ideas into tangible practices. This might involve organizing workshops, roundtable discussions, or pilot projects that directly address what decolonizing professionalism looks like in a given context.
For instance, teams might develop new interview protocols that minimize cultural bias or rewrite internal guidelines to reduce the emphasis on hierarchical power structures. Through these shared activities, everyone in the organization becomes a stakeholder.
Open Dialogue and Debate
A crucial element of decolonizing professionalism is the willingness to hold open, respectful conversations about difficult topics. Inviting honest debate and encouraging employees to ask challenging questions breaks down the silence and denial that often perpetuates harmful norms. Employees must feel safe to voice concerns, express dissent, or propose alternative approaches—without fear of retaliation or being dismissed as “unprofessional.”
Fostering critical thinking and dialogue takes time and patience. It requires an organizational commitment to listening and responding genuinely, not defensively. Leaders can model this behavior by acknowledging discomfort, admitting what they don’t know, and remaining open to learning from others’ experiences.
Building Toward a More Equitable Future
Decolonizing professionalism is not a one-time project; it’s an ongoing process of unlearning harmful norms and replacing them with practices that honor diverse perspectives.
When we recognize that white male supremacy in the workplace is a socially constructed phenomenon—and therefore mutable—we open the door to transformative change.
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