Reframing Professionalism

Traditional ideas of professionalism often prioritize certain behaviors, appearances, and communication styles rooted in dominant cultural norms—such as whiteness, Eurocentrism, able-bodiedness, and heteronormativity. These "professional" norms can unintentionally reinforce systemic inequities, marginalizing those who do not conform to these expectations.

Let’s break down how this plays out in everyday workplace settings and explore why it’s time to reframe professionalism to be more inclusive.

1. Dress Codes & Appearance

Example: Many workplace dress codes favor Eurocentric beauty standards, such as "tidy" straightened hair, clean-shaven faces, or suits and ties. Natural hairstyles—such as afros, braids, or locs, which are common and culturally significant in Black communities—are often unfairly labeled as 'unprofessional.’

Impact: This pressures individuals from multiple marginalized racial and ethnic groups to alter their natural appearance to fit in, reinforcing the idea that professionalism equals whiteness and contributing to systemic racial inequities.

2. Language & Accents

Example: Standard American English is often considered the benchmark for professional communication, while accents or dialects from non-dominant groups (such as AAVE, Spanglish, or regional dialects) may be perceived as less competent or unprofessional.

Impact: People with non-dominant accents or those who speak English as a second language may face discrimination, microaggressions, and assumptions of incompetence—limiting their opportunities for career advancement and inclusion.

3. Communication Styles

Example: Many traditional workplaces value assertiveness, individualism, and direct communication—styles often associated with white, Western cultures. Cultures that emphasize collectivism, indirect communication, or deference to authority may be perceived as passive or disengaged.

Impact: Employees from cultures that prioritize collaboration, respect for authority, or communal values may feel out of place, or be unfairly judged as less ambitious or capable.

4. Time & Availability

Example: Rigid expectations around punctuality, long hours, or immediate availability often disregard the realities of workers from marginalized communities—such as single parents, caregivers, disabled individuals, or those reliant on public transportation.

Impact: These expectations reinforce systemic barriers for people with less flexibility, particularly those from lower-income backgrounds or with additional caregiving responsibilities.

5. Assumptions About Ability

Example: Physical presence in the office and maintaining a certain appearance (e.g., showing no visible signs of disability) are often seen as hallmarks of professionalism. People with visible disabilities or those requiring accommodations—such as remote work—may be judged as less professional or capable.

Similarly, traditional professionalism stigmatizes mental health challenges, often expecting employees to appear "put together" at all times. Many fear disclosing their mental health needs or requesting accommodations, worrying they’ll be seen as weak, incompetent, or unprofessional.

Impact: Disabled individuals and those with chronic health conditions face exclusion from roles and promotions when they don’t fit an able-bodied norm. Marginalization of mental health accommodations disproportionately affects communities experiencing higher rates of mental health challenges due to systemic stressors.

6. Credential Bias & Gatekeeping

Example: Professionalism often values degrees from prestigious institutions, which typically favor individuals from affluent, white-dominant backgrounds. Skills or knowledge gained through nontraditional experiences, community-based learning, or international education may not be equally valued.

Impact: This exclusionary mindset disadvantages international employees, immigrants, and people who lack access to elite educational institutions due to socioeconomic barriers, limiting their chances to contribute and thrive in professional spaces.

7. Binary Gender Norms & Expectations

Example: Traditional professionalism reinforces binary gender expectations—dictating everything from dress codes to speech, behavior, and workplace roles. Women may be expected to dress femininely and exhibit nurturing behavior, while men are expected to be assertive and authoritative. Cisheteronormativity is often assumed by default.

Impact: Those who don’t conform to these expectations face pressure to assimilate or risk judgment, exclusion, or discrimination. These gendered workplace norms disproportionately affect individuals whose genders are marginalized, compounding with other aspects of their identity.

It’s time to step back, reflect, and rebuild our understanding of what it means to be a professional.

• Recognize bias in dress codes, communication styles, and workplace expectations.

• Value diverse experiences, including nontraditional education and cultural communication styles.

• Create flexible, inclusive work environments that honor different abilities, caregiving responsibilities, and neurodiversity.

• Challenge gender norms and expand definitions of leadership.

  
  

At reframe52, we believe in relearning and rebuilding professional norms to create workplaces where everyone can show up fully and authentically—without sacrificing their identity to fit into outdated standards.

Let’s continue to challenge and reframe professionalism together.