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BLACK PEOPLE from Generation Z are resulting in “code-switching” to fit in their workplaces, a study has found.
In the largest survey of its kind, Tapln collected the responses of over 2,000 participants, #ThisIsBlackGenZ highlighted the everyday experiences and struggles for 16-25 years-olds entering the workforce.
More than four in five (86%) of Gen Z people of African heritage said they change their names or accents within the job application process in a bid to enhance the possibility of recruitment success.
What is popularly known as “code-switching” could be adapting or hiding different parts of one’s culture including how they style their hair to their vocabulary.
One participant of Caribbean heritage admitted that changing their name or surname wasn’t something they have ever had to consider because their surname “is a British-sounding slave name and originates from Yorkshire”.
The 68-page report also unearthed that nearly half (47%) of Black Gen Z, three in five (63%) of LGBTQ Gen Z individuals, and nine in ten (91%) Gen Z transgender people feel that they are unable to be their authentic selves in the workplace.
Despite the pressure to conform to white-working culture, up to (85%) of Black Gen Z concluded that being their authentic selves at work is key to their day-to-day job satisfaction.
The #ThisIsBlackGenZ comes after the Black British Voices Project found that 90% of young people expect to experience racial discrimination as adults.
While 87% felt that employers and business were not doing enough to bridge the gap for Black British workers.
Tiana Holgate, Head of Diversity, Equity, Inclusion & Belonging at TapIn, described the figures as “saddening” that young people have had to experience racism at work so early on.
“ Equality within the workplace should be the bare minimum, and with so many young Black people still struggling to have fair opportunity and fit in within the workplace, it’s clear that businesses are still not quite hitting the mark on building supportive workforces where all can thrive,” said Holgate.
The DEI leader added that the findings weren’t a surprise to many in the Black in the community, despite being a shock to other people.
She said: “Navigating the world of work myself has been a real journey. It took years to find my voice as a Black woman in the workplace and start sharing the ideas I had. I have been privileged in a variety of ways, yet my experience has by no means been an easy one.”
#ThisIsBlackGenZ study found how intersectionality plays a part in the recruitment process and working lives of young Black people such as in gender, skin tone and disability.
Just 45% of Black women said they feel able to be authentic in interviews compared to 86% of White women. A further 75% of women of colour have experienced racism at work, with 27% being subjected to racial slurs.
Overall, 68.8% of Black Gen Z said that salary was their greatest motivator with two-thirds of men (65%) and more than a third (35%) of women stating salary as a sole priority when it comes to choosing a career.
Milimo Banji, Founder of TapIn, said” “Collecting the largest quantitative dataset to support the anecdotal evidence of the Black Gen Z experience was groundbreaking and as an organisation we are very proud of the necessary insights we shared, however, it’s now time to leverage that knowledge and share our findings so we can build on what we learned.
“The data we’ve collected provides us with a clear picture of how interconnected issues of diversity, equity, inclusion and belonging are. Through this, we’ve recognised that the strategies needed to achieve equity and belonging for everyone must be approached intentionally and holistically.
“We are proud to share the second year of our #ThisIsBlackGenZ research report, sharing the experiences of Black Gen Z in Britain. We hope business leaders use the report to their advantage, learning from our case studies and implementing the tips we’d provided to adequately support and nurture black talent.”
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