At StrivEquity Consulting LLC we know that in every organization, there are two stories being told: the official narrative and the unofficial narrative. While the former is outward-facing, polished, and rooted in an institution’s ideals, the latter often resides beneath the surface, shaping the lived experience of many employees, especially those from undervalued communities. These narratives can have challenging implications, and understanding their dynamics is critical to navigating workplace culture.
The Official Narrative: A Public Declaration of Values
Most organizations present a well-crafted official narrative. This narrative typically revolves around values like inclusion, innovation, and collaboration. It’s what is declared in mission statements, displayed on websites, and echoed in company-wide meetings. For instance, institutions might emphasize their commitment to diversity, equity, and inclusion (DEI), illustrating a picture of fairness and growth opportunities for all employees. For new hires and the public, the official narrative paints a picture of a company that upholds principles and drives progress.
However, the official narrative is often just that—a narrative. When power dynamics come into play, especially for Black and Brown employees, the realities they face can significantly differ from the values the organization claims to uphold. This disconnect can be disheartening, and it’s in these moments that the unofficial narrative emerges.
The Unofficial Narrative: The Stories that Go Unspoken
The unofficial narrative is formed by the lived experiences of employees. It includes whispered conversations in hallways, shared glances in meetings, and unspoken understandings between colleagues. It’s the story that’s rarely acknowledged openly, but is felt deeply, especially by employees from undervalued groups. In many institutions, these unofficial narratives reveal the stark contrast between the organization’s proclaimed values and the day-to-day realities of those who work within it.
This unspoken story often exposes hidden barriers to advancement, exclusion from decision-making processes, and discrepancies in how employees are treated based on their social identities and memberships. While the official narrative might emphasize diversity and opportunity, the unofficial one may reflect a workplace where Black and Brown employees face undue scrutiny, have their ideas sidelined, or are isolated from the circles of power.
Challenging Implications: When Narratives Collide
The collision between the official and unofficial narratives can have significant consequences for employees, particularly those whose social identities and memberships are not centered in the institution’s leadership. For Black and Brown professionals, the experience of thriving in their roles can be abruptly undermined by power structures that view their growth as a threat.
Increased Monitoring: When an individual’s success challenges the comfort of those in power, the unofficial narrative shifts to one of increased scrutiny. Their work may face harsher evaluation, their mistakes are highlighted more prominently, and their achievements are downplayed.
Exclusion from Power Circles: Opportunities for growth can become more limited as decision-makers withhold advancement, aligning with an unspoken hierarchy that keeps undervalued identities on the periphery.
Shift in Trust: The trust initially built between an employee and their manager can erode, creating an environment of doubt and caution. What once felt like mentorship may now feel like surveillance, with feedback turning more critical and personal.
Navigating These Conflicting Realities with Equity-Responsive Leadership
For those caught between the official and unofficial narratives, recognizing the signs early on and responding with intentionality is crucial. Equity-Responsive Leaders (ERLs) have the tools to navigate these challenges, embedding values of equity, justice, and accountability into their leadership approaches, even when faced with resistance from institutional power structures.
- Understand the Power of Narratives: Investigate both the official and unofficial stories circulating in your workplace. Reflect on how these narratives shape the dynamics of power and influence the decisions being made.
- Set Boundaries: Reinforce your professional boundaries during pivotal moments, such as new projects or promotions. These “qualifying life events” allow you to redefine your relationship with the organization, setting clear expectations for how you want to show up.
- Maintain Your Value: Recognize that your true value may not always be reflected in how others perceive you. Stay grounded in your worth, especially when the unofficial narrative tries to diminish it.
- Seek Mentorship Beyond the Walls: If the unofficial narrative becomes too toxic, seek external support through mentors, coaches, and/or former staff who understand the broader challenges at play and can provide guidance from an unentangled perspective.
- Shape Your Own Story: When it becomes clear that the unofficial narrative is working against you, consider how you want to write the next chapter of your career. Whether you stay or go, ensure that the story you are crafting is one that aligns with your values, goals, and spiritual well-being.
Conclusion
Understanding the interplay between official and unofficial narratives in the workplace is essential for navigating the challenges of professional growth. For Black and Brown leaders especially, the journey can feel like a balancing act between the stories being told and the realities being lived. By maintaining a commitment to equity-responsive leadership, setting boundaries, and seeking supportive networks, you can navigate these complexities with grace and resilience.
At StrivEquity Consulting LLC, we recognize the challenges posed by institutional power dynamics and are committed to helping leaders navigate these conflicts. Whether you’re confronting the unofficial narrative or seeking to align your professional journey with your values, we’re here to collaborated with you.
Feel free to book a 30 Minute Chemistry Call today or visit our website StrivEquity.com.