How to Address (and Prevent) Cultural Appropriation at Work
One of my teammates wore a Halloween costume that is cultural appropriation - what do I do?
It's a common question many professionals have, and more often than not these things go unmentioned because it feels uncomfortable to confront. There’s also some confusion around what is considered appropriation or appreciation. In this article we hone in on these terms and share a simple framework for addressing (and preventing) cultural appropriation in the workplace.
Cultural appropriation is the misuse and exploitation of cultural elements without understanding their significance. This often occurs through trends, where a dominant cultural group takes and exploits cultural elements from an underrepresented or minority group.
For instance, materials such as white sage are often appropriated and sold in smudging kits - such as Sephora’s “Starter Witch Kit”. Buyers use these herbs without understanding their relevance in sacred Indigenous ceremonies that were made punishable in the past by laws like those in the annual report of the Commissioner of Indian Affairs in 1892. These practices are special and hold a deep, personal and cultural meaning for the communities they originate from. As Dr. Adrienne J. Keene - Assistant Professor of American Studies and Ethnic Studies at Brown University, explains:
Dr. Keene - Image from brown.edu
“That smudge stick represents the deep pain, sacrifice, resistance, and refusal of Native peoples. It represents a continuing legacy of marginalizing and punishing Native spirituality. So when our religious practices are mocked through these products, or folks are commodifying and making money off our ceremonies it’s not about who has the “right” to buy or sell. It’s about power.”
Cultural appreciation is the respectful, culturally-informed and credited use of elements from an external community or culture.
An example of this could be supporting an Indigenous business by purchasing traditional earrings from them and speaking with the creator to learn about the cultural significance of their jewelry and the appropriate context for wearing it. It is also important to credit the creator in external conversations about the jewelry.
Is it possible to wear a costume that is cultural appreciation, not appropriation? In general, the answer is no. A person’s culture is not a costume, and even a well-intentioned, well-researched attempt comes across as frivolous and hurtful when it is done in the context of an event such as Halloween, where costumes are often used to mock or mimic others.
What can I do to prevent cultural appropriation?
With Halloween coming up in a few weeks, here’s what you can do to prevent cultural appropriation at your workplace and create a more enjoyable atmosphere for all.
1. In the weeks leading up to Halloween or any other costumed event, set and share clear guidelines around what is and is not appropriate attire.
Employees will benefit from clarity and will have enough time to plan for events accordingly. One simple guideline: it may be okay to dress as people (i.e. celebrities, historical figures), as long as you don’t attempt to imitate their race or implicate their culture. You should be clear about tolerance for blackface, brownface, and other issues, particularly if your company operates in locations around the world where this is still prevalent around Halloween, Christmas, and fancy dress events.
Also avoid dressing in a costume that represents someone with a mental illness, dressing as a “homeless person” or dehumanizing a certain ethnicity, culture, religion or community.
These are some helpful questions you can offer your organization to reflect on when planning a costume:
Does my costume borrow any external cultural elements?
Am I promoting any cultural stereotypes that could cause harm?
Am I following any popular trends without knowing their context or origins?
Finally, Halloween (or any dress-up event) should be optional - not all employees will want to dress up, so make it known that there is no pressure to participate!
2. Lead by example throughout the year.
Support small businesses run by underrepresented communities and make it a habit to credit the origins and creators of the cultural elements you use. Be sure to learn about their cultural context so that you know which settings are appropriate for their use. Leading by example can encourage others on your team to do the same, and can help to develop a workplace culture of listening, learning and awareness.
What can I do if someone does show up in a culturally-appropriated costume?
Whether intentionally or unintentionally, cultural appropriation happens. Unfortunately, it’s not the intent that matters - harmful costumes hurt, even if the wearer didn’t mean to cause harm. Here’s what to do if a teammate shows up in a culturally-appropriated costume.
1. Discuss with them personally or one-to-one.
Calling a teammate out publicly for cultural appropriation can make them feel cornered, and can lead to defensive behaviour or “digging their heels in.” Informing them in private is the best way to get the message across without creating an anxious situation for all. This also gives them an opportunity to discuss, learn and ask questions in a comfortable space. Don’t wait - as soon as you see this happening, call them aside, inform them of the issue, and give them the opportunity to change it immediately so everyone can continue with their day.
To address the issue company-wide, re-state clear guidelines for appropriate workplace costumes and emphasize the harm that cultural appropriation causes to the communities it impacts. Try not to pin-point or intentionally embarrass certain individuals and focus more on giving space for individual learning and growth. For anyone who has raised concern or expressed their hurt, reassure them of how the situation has been handled and give them an avenue to express their feelings.
2. If possible, inform them of the cultural significance behind the costume.
Communicate how the costume is culturally significant and be clear about why it is not appropriate in the context of the workplace. If this isn’t possible, consider directing them to other resources that they can take the initiative to learn from, to educate themselves on the cultural context of their costume. This can be a powerful learning moment.
3. Approach the discussion with compassion and open dialogue.
Shutting a person down completely for wearing an item they like from a culture outside their own may lead to hesitation and animosity. Instead, encourage constructive dialogue by providing better ways to show appreciation for a culture and emphasizing the importance of the entire team’s participation in an inclusive Halloween.
These are our guidelines to help you prevent and address cultural appropriation in the workplace. What steps are you taking this year to ensure an inclusive and enjoyable Halloween?