FROM LABEL TO UNLABEL: A MINDSET FOR TRANSCENDING BOUNDARIES

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Labeling and unlabeling

Have you ever wondered if labels which are meant to promote inclusion could also create barriers? Terms like "LGBTQ+," "women in leadership," or "high performers" are crucial for identifying and addressing disparities, but what if they also reinforce divisions? While labels are necessary for recognizing inequities, they can paradoxically limit the very inclusivity they aim to foster. To build a truly inclusive society, we must move beyond these classifications; not by erasing them but by transcending them. That’s the essence of an 'unlabel' mindset.

This isn’t just a philosophical argument. The concept of labeling is deeply rooted in sociology and psychology. Labeling theory suggests that assigning labels can shape how individuals are perceived and how they perceive themselves, often reinforcing stereotypes and stigmas. This duality calls for a deeper examination of how we can balance these two crucial aspects: recognizing identities and fostering true inclusion.

So, what do 'labeling' and 'unlabeling' mean?

In Howard Becker's concept of labeling theory of 1963, a "label" refers to the societal judgment or classification that individuals receive based on their behavior. This label can significantly influence how they see themselves and how others perceive and interact with them. Essentially, it is not merely the act itself that defines deviance, but rather the reactions and labels applied by society. Labels extend beyond behaviors; they also identify and categorize individuals and groups based on perceived characteristics, such as race, gender, and social status.

Labeling is a facet of human nature, often linked to cognitive bias and stereotyping. Cognitive bias is often associated with the “ halo or horns” effect, where one particular trait or action influences how a person is perceived overall, either positively (halo) or negatively (horns). Stereotyping involves assigning generalized and oversimplified ideas to individuals based on their assigned group, which can lead to social categorization and biased attitudes on groups ranging from “ethnic minorities” to “women in leadership”.

While labels can facilitate communication by providing shared language to identify and address disparities, they can also reinforce systemic barriers and inequalities. For example, labeling a group as 'underrepresented' may help drive support, but it can also unintentionally highlight difference or inadequacy, reinforcing exclusion rather than fostering inclusion.  

Conversely, unlabeling refers to the process of moving beyond societal labels and categorizations that define individuals based on specific traits or behaviors. It does not deny the existence of identities, but encourages us to transcend the boundaries labels often create. It involves transcending these identifiers to appreciate individuals in their full complexity, rather than relying on predefined categories that can oversimplify or stereotype people.

Unlabeling invites us to engage with individuals as whole beings rather than as representatives of a particular group. For instance, rather than viewing someone solely through the lens of their profession, gender, or religion, we can explore their personal stories, interests, and aspirations.

This mindset, which we call “unlabel”; transcends identity boxes while honoring them. It shifts our lens from assumptions to curiosity, from checking diversity boxes to genuinely seeing people.

From label to transcendence

Not all labels should be removed, only those that constrain growth, collaboration, or authentic expression. Many organizations use labels to categorize employees based on behaviors, roles, performance levels, or personal characteristics. While this can provide structure, it often narrows the understanding of individuals, reducing them to their categorized identities rather than recognizing their full potential and diverse skills. For instance, labeling someone as a "high achiever" might unintentionally create the perception that they are the only one capable of delivering exceptional results, overshadowing others' contributions and increasing stress for that individual.

Merely acknowledging labels without addressing their impact perpetuates divisions. Labels often create an in-group and out-group dynamyc, discouraging unity. For example, categorizing employees as "innovators" or "traditionalists" can lead to distinct groups that struggle to collaborate effectively. "Innovators" may feel pressured to constantly generate new ideas, while "traditionalists" might feel undervalued or dismissed.

This separation fosters misunderstandings, reinforces narrow groupings, and hinders collaboration, creating silos within the organization. It is essential to understand that labeling is not only an external process where society imposes labels on others; it is also an internal process, as individuals and groups may apply labels to themselves to distinguish their identity from others. Sometimes labeling is a defense mechanism, a way to assert value or belonging. Recognizing this complexity is key to unlabeling with empathy and intention.

Context matters

The way labels are used and understood is heavily influenced by the context in which they are applied. Context shapes not only the meaning of labels but also their impact on individuals and groups. For example, in startup culture, terms like "diverse team" are often employed to signal a commitment to inclusion. However, despite good intentions, such labels can spotlight differences instead of creating unity. Team members might begin to see themselves as representatives of identity categories instead of as collaborators aligned on shared goals.

Unlabeling within this context means balancing identity recognition with collective belonging. It’s not about removing labels, but about transcending them to highlight common purpose and human connection.

Seeing beyond labels involves deliberately acknowledging and valuing identities without constraining individuals by stereotypical expectations.

A shared journey

Embracing the unlabel mindset is an intentional and ongoing journey. At times, it may become instinctive, yet its impact remains powerful; shifting how we see, connect with, and value others. Both individuals and organizations play a role in this shift by fostering open dialogue, amplifying lived experiences, and celebrating diverse perspectives without reducing people to simplistic labels.

Moving beyond labels doesn't mean erasing identities, it means transcending them. It’s about recognizing people as multidimensional, valuing their full humanity, and focusing on what empowers rather than what confines. When we use labels thoughtfully and only when they serve growth, we create cultures where people thrive, contribute meaningfully, and truly belong.

Ask yourself: How can I embody the unlabel mindset today? What would it mean to transcend labels while still honoring identity?

Time to Get Hands-On!

The "Perspective-Shifting Circles" activity helps instill an unlabel mindset and trains teams to see people as dynamic individuals rather than fixed categories. By addressing biases in a safe and reflective space, participants learn how to operationalize the unlabel mindset in their interactions and practices. How it works:

1. Set up: Form small groups, assign each participant a fictional identity (e.g., a different age, gender, cultural background, or professional role).
2. Scenario discussion: Present a workplace scenario (e.g., a team conflict, a hiring decision, or a product design challenge). Ask participants to discuss the scenario from the perspective of their assigned identity.
3. Reflection: Participants reflect on how assumptions about their assigned identities influenced their viewpoints. Facilitate a group conversation about how labels impact behavior, opportunities, and inclusion in real workplaces.
4. Action Plan: Conclude by brainstorming ways to apply the unlabel mindset in daily practices, such as reframing assumptions, fostering curiosity, and creating inclusive opportunities.

Don't forget to take our free Your Workplace Labeling Impact Survey to discover how identities labels influence workplace dynamics.