Toxic work environments can affect your relationship with your company, your physical and mental health, and your confidence. This is especially true for Black women. Many of whom have left their jobs at an alarming rate due to microaggressions and feeling unsafe.
Today, Black women are dying at an alarming rate due to race-related stress and trauma. On top of that, unfair expectations tell them to be thankful for their positions and not to complain.
Keeping your head down, playing small, and not sharing your ideas might be means of coping with a toxic environment. Black women, who previously considered themselves to be outgoing or assertive, might now label themselves as introverted. This might be mislabeled behavior.
The truth is that being an extrovert in the workplace is not inherently better than being introverted. Both have pros and cons. Also, introversion is not a response to toxicity. A change in your demeanor at work might actually be a direct response to experiencing microaggressions. This causes you to shift from confident to anxious, guarded, and quiet.
It is important to understand whether or not your demeanor is a response to a toxic environment. Here’s how to deal when a toxic environment changes how a woman shows up in the workplace.
The Impact of a Toxic Workplace
Nekpen Osuan Wilson, certified career coach, explains that a toxic workplace affects how employees show up in several ways. First, it’s been proven that when employees lack psychological safety and trust, their motivation and productivity are impacted.
“Employees are less motivated and less likely to go above and beyond their basic duties,” she said.
Alternatively, employees in toxic work environments tend to shrink in their efforts. They also become less willing to offer creative results in their position.
Another effect of a toxic workplace culture is that it often takes away from core work responsibilities. It also adds stress to employees of all backgrounds.
“Overall, toxic workplace culture sets back the potential progress and productivity of companies across all sectors,” Wilson said.
The Unique Impact on Black Women
Wilson emphasized that toxicity toward Black women at work has a greater negative impact than most would think.
“Black women are often the minority both in their lived experiences and in representation at work,” she explained. “Their experience of toxicity in the workplace affects their entire employee lifecycle – from hiring and onboarding to promotion and retention.”
Black women statistically will enter into roles at the same rate as their peers. Often, however, they face obstacles that challenge their promotion and length of tenure. This creates less equitable representation in senior leadership roles.
“This is not the fault of Black women,” Wilson explained.
All employees grow through mentorship, leadership support, and coaching. However, when employees face increased instances of microaggressions, bullying, isolation, and harassment and have unhealthy interpersonal relationships, they are more likely to leave. They might seek out work at other companies that will ensure their mental and emotional wellness.
Advice for Navigating a Toxic Environment
As a career coach, Wilson believes in the importance of regularly reflecting on the culture of your company and team. Ultimately, this will help to better steer your career.
“We give an incredible amount of our time and talent to the companies we work for,” Wilson said. “Remaining in toxic environments will ultimately hurt your wellness and your career growth.”
The truth is that toxic workplaces have a tendency to demotivate employees. They are also less likely to fairly reward employee’s contributions, and they often lack incentives to keep productivity high.
After you’ve identified a toxic workplace, Wilson suggested reflecting on your experiences and sharing them with people you trust.
“This helps restore your wellness from challenging experiences at work,” she explained. “But it also offers the opportunity to name and identify patterns in what you have experienced.”
If the experiences are related to an individual’s behavior, then it may be easier to address it and try to create a solution. However, it’s different when mid-level and senior leaders demonstrate toxic behaviors as a pattern. Then, it is less likely that your efforts or even help from HR will make a difference.
Wilson recommended that women reflect on their professional goals versus the “rules of the game.” This will help them decide if they are able to navigate the work culture to meet their goals or if they should, perhaps, seek employment elsewhere.