SIX IDENTITY-BASED LABELS HOLDING BACK YOUR WORKPLACE (AND HOW TO BREAK THEM)

Reading time: 8 min

In the modern workplace, identities shape how individuals are perceived, treated, and included. However, labeling based on identities; whether it be race, gender, age, disability, or other characteristics can create barriers that limit opportunities, reinforce stereotypes, and hinder true inclusion. Labels often confine individuals to predefined boxes, reducing their contributions to surface-level assumptions rather than valuing their unique experiences, skills, and perspectives. To foster a truly inclusive workplace, organizations must move beyond labeling and embrace a framework like unlabel, where people are seen as individuals rather than fixed identities.

Six type of labeling on identities at work

Racial and ethnic labels: Employees are often categorized based on race or ethnicity, leading to both implicit and explicit biases. For instance, an Asian employee may be stereotyped as analytical but not a leader, while a Black employee might be presumed to face challenges with workplace fit. Labels like "the Asian IT guy" or "the Latina HR manager" reduce individuals to their racial or ethnic backgrounds, overshadowing their skills, experiences, and unique contributions. Such labels can lead to tokenism, where individuals feel valued only for their identity rather than their abilities.

Gender labels: Women are frequently labeled as “nurturing” and “collaborative,” which can lead to them being overlooked for leadership roles that require “assertiveness.” Conversely, men may be pressured to adopt aggressive leadership styles due to expectations that they should be dominant and unemotional. Non-binary and transgender employees often face additional challenges, as traditional workplace structures may fail to acknowledge or support their identities. Labels like "the woman in marketing" or "the male engineer" perpetuate stereotypes, limiting individual potential and creating an environment where people feel boxed in by societal expectations.

Age-based labels: Younger employees may be labeled as “inexperienced” and not taken seriously, despite bringing fresh ideas and technological fluency. On the other hand, older employees may be seen as “resistant to change” and overlooked for training opportunities, even when they are eager to adapt and contribute. Terms like "the young intern" or "the older employee" create generational divides, ignoring the diverse perspectives and strengths each age group brings to the table.

Disability and neurodivergence labels: Employees with disabilities or neurodivergent traits (such as autism or ADHD) often face assumptions about their capabilities. A neurodivergent employee may be seen as “difficult” due to communication differences, rather than being recognized for their problem-solving skills. Those with physical disabilities may be underestimated in fast-paced environments, despite having the required expertise. Additionally, some people do not want to be labeled as neurodivergent or disabled, preferring to be recognized for their skills and contributions rather than their conditions. 

Cultural and religious labels: Employees who wear religious attire or observe cultural traditions may be subjected to workplace biases. A Muslim woman wearing a hijab may be unfairly perceived as “oppressed” or “different,” while an employee who practices cultural fasting may be assumed to be less productive. Labels like "the Muslim employee who prays" or "the vegetarian team member" can lead to exclusion or assumptions about preferences and behaviors, creating unnecessary divisions.

Role labels: Job titles often become labels, such as "the tech guy" or "the admin assistant." These labels can confine individuals to narrow perceptions of their capabilities, preventing them from exploring other roles or contributing beyond their assigned tasks. For example, an administrative assistant might have untapped leadership potential, but their role label may prevent them from being considered for managerial positions.

The problem with labeling

Labeling reflects a duality, as discussed in our podcast titled Alexandria Holder: The duality of labels. It can be helpful, but it can also create barriers to connection and collaboration if not used carefully and thoughtfully in the right context. When people are reduced to a single aspect of their identity, it might diminishe their individuality and reinforces stereotypes. For example, labeling someone as "the working mom" might lead to assumptions about their availability or commitment, ignoring their professional skills and ambitions. Similarly, labeling someone as "the diversity hire" undermines their qualifications and reduces their value to a checkbox for organizational quotas.

Labels also foster "us vs. them" mentalities, dividing teams along lines of gender, race, age, or role. This can lead to cliques, exclusion, and a lack of trust among colleagues. For instance, if younger employees are labeled as "tech-savvy" and older employees as "outdated," it creates a generational divide that hinders knowledge sharing and teamwork.

How Unlabel is the solution

The unlabel approach challenges workplaces to remove restrictive identity labels and see employees as individuals with unique strengths. Below is an example of a solution for the 6 identity-based labels we discussed above:

Racial and ethnic labels: Implement anonymous application processes for initial screenings to focus on skills and qualifications rather than racial assumptions. Encourage diverse leadership programs to dismantle stereotypes about leadership potential based on race or ethnicity.

Gender labels: Implement gender-neutral performance evaluations that emphasize skills, accomplishments, and leadership qualities rather than gender-based expectations.  Encourage mentorship programs that support diverse leadership pathways.

Age-based labels: Encourage cross-generational mentorship and training programs where younger and older employees can exchange knowledge and skills, breaking down age-based assumptions.

Disability and neurodivergence labels: Implement inclusive workplace policies such as flexible work arrangements, sensory-friendly office spaces, and neurodiversity training to ensure all employees are supported in ways that maximize their potential.

Cultural and religious labels: Establish clear policies that support cultural and religious diversity, including flexible work schedules for religious observances and employee resource groups that foster an inclusive environment.

Role labels: Encourage internal mobility and skills-based project assignments where employees can showcase their abilities beyond their formal job title, promoting a more dynamic and inclusive work culture.

Labeling identities at work, while often unintentional, can create divisions and reinforce harmful stereotypes. By unlabeling, organizations can foster a culture of inclusivity, where individuals are valued for their whole selves rather than reduced to a single characteristic. This approach not only brings people together but also unlocks the full potential of a diverse workforce. When we move beyond labels, we create a workplace where everyone feels seen, heard, and empowered to contribute their best.

By unlabeling identities, workplaces can foster an environment where everyone feels valued and included, leading to greater collaboration, innovation, and belonging. Remember, not all labels should be unlabelled, only those labels that limit the growth and potential of individuals. Labels that define people by their skills, experiences, and strengths can be empowering, but those that reinforce stereotypes or create barriers should be reexamined and replaced with a focus on individual abilities and contributions.

Time to get hands-on!

Take our Workplace Identity-Based Labeling Impact Survey today to uncover how identity-based labeling influences employee engagement, opportunities, and sense of belonging. Your responses will help identify where biases and stereotypes may exist, providing valuable insights to shape a more inclusive workplace culture.

Once you complete the survey, you’ll receive instant access to your personalized results along with targeted strategies designed to strengthen morale, improve retention, and boost productivity. Contribute to building a workplace where everyone feels they truly belong. Start the survey now!