“Professionalism” is one of those words that sounds neutral. Sensible, even. But dig a little deeper, and it often means something else entirely.

For Black professionals, especially those from working-class backgrounds, the word is frequently used to signal something coded—like the way you speak, dress, or interact. It's rarely defined yet routinely enforced.

And when it’s weaponised, it becomes a moving target.

I recently worked with a client and spoke to one of their employees who had been labelled as “unprofessional.” When he asked what that meant, no one could give a clear answer. What he heard instead was discomfort with the slang he used, his accent, and even his body language. He said he felt like he’d never be seen as professional, no matter how well he did the job.

That’s the issue—professionalism, when left vague, often means conformity, not competence. 

It asks:

Can you code-switch?

Will you flatten your identity to make others comfortable?
Can you hide your dialect, your background, your edge?
Will you lower your volume, avoid emotion, and smile more, just to be heard?

This isn’t just a workplace preference; it’s a form of social control and it punishes difference.

Assertiveness is another one. When Black employees speak directly, give feedback, or take up space, it can be labelled “aggressive.” But the same behaviour in white colleagues is often seen as strong leadership or confidence. The bias lies in the reaction, not the behaviour.

In conversations about professionalism, and particularly in the workplace, there is often an unspoken rulebook shaped by societal norms that are not always inclusive or fair. As a Black woman, I have repeatedly experienced how my assertiveness or passionate expression can often be misinterpreted. I have been labelled “the angry Black woman”, something I’m sure many Black women know all too well. One incident that stands out vividly for me was during a meeting with predominantly male peers. They were speaking disrespectfully about another female peer who wasn’t present. When I called out their behaviour and asked them to consider their language, I was told I was being “too sensitive” and advised to “lighten up.” I left that meeting feeling frustrated and unseen.

It’s a double bind when we speak out against misogyny, we are told to not overreact. When we assert ourselves, we’re labelled aggressive or angry. It’s as though we are only palatable when we conform to what’s deemed "acceptable" filtered through the lens of bias and stereotype. I believe that true professionalism should make space for authenticity, respect, and equity and not demand that we shrink ourselves to fit a narrow mould. 

Here’s what I tell people when this comes up: If someone calls you “aggressive,” ask them to explain what you did or said. Stay calm and ask them to describe it, not just label it. Then explain your side. Say: “I speak with passion, not aggression. I care about getting this right.” Don’t automatically accept their definition of you and challenge it with facts and confidence.

It’s not just individuals being held back by these ideas, it’s whole organisations.
When you limit what professionalism can look or sound like, you limit who gets to lead. You miss out on talent that doesn't fit the mould but might be exactly what your company needs.

There’s also the issue of tone. Many Black professionals feel they have to manage how enthusiastic (or serious) they appear, just to avoid being misread. Too much passion? You're emotional. Too calm? You're cold or distant. Too honest? You're disruptive. These contradictions are exhausting. And the burden to “adjust” is always placed on the person being judged, not those doing the judging.

We can’t talk about equity in the workplace without challenging the bias wired into how we define “professionalism.” If we don’t redefine it, we risk excluding talented people who don’t fit someone else’s idea of how they should show up.

Is your company clear about what “professional” actually means? Or is it used as a way to keep certain people out?

Written by Cynthia V Davis, CEO & Founder of Diversifying Group