What Does “Professional” Mean in Today’s Workplace?
When we talk about professionalism, what are we really talking about? Is it about how we dress or speak, or is it about who we are?
For years, professionalism has been tied to external markers—a polished suit, a formal tone, or neatly styled hair. But these surface-level indicators often reflect outdated norms that don’t tell the full story of someone’s competence, potential, or authenticity. And for many of us, this raises a critical question: Can you truly succeed at work while being yourself?
I believe the answer is yes—and it’s essential for workplaces to catch up. Let’s unpack what professionalism really means, why authenticity matters, and how this ties into diversity, equity, and inclusion (DEI).
The Problem with Surface-Level Professionalism
Historically, professionalism has been defined by conformity to specific norms—most of which have been shaped by systemic biases. Consider these examples:
Dress codes that exclude cultural attire or personal expression.
Communication styles that favour directness or assertiveness, often disadvantaging those who communicate differently.
Judgments about someone’s competence based on their appearance rather than their abilities.
This narrow view of professionalism creates barriers, particularly for people whose identity, culture, or values don’t align with these norms. For workplaces claiming to prioritise DEI, continuing to judge people based on surface-level factors undermines those efforts.
Let’s be clear: People who assume they aren’t succeeding because of their clothes, hairstyle, or others' personal choices often face more systemic challenges. But when workplaces focus on superficial definitions of professionalism, they miss the chance to tap into the power of individuality.
In fact, these narrow definitions often uphold power imbalances. For example, someone’s natural hairstyle or cultural attire might be deemed “unprofessional” in spaces that implicitly favour Western standards of beauty or dress. This not only marginalises people’s identities but also signals that their unique contributions are undervalued. Over time, this reinforces exclusion and hinders innovation.
Authenticity is a Strength
I firmly believe that being yourself is not only important—it’s the foundation of building trust and connection in professional relationships. When you’re authentic, you:
Show up more confidently and consistently.
Build relationships based on mutual respect and shared values.
Inspire others to embrace their own individuality.
This is especially true in coaching and training, where chemistry is everything. If someone doesn’t want a coach who sometimes has pink hair and a penchant for 50s dresses, I’m not their gal—and that’s okay. My authenticity helps attract clients who align with my values and style, creating a richer, more meaningful coaching experience for both of us.
When I show up authentically, it also creates space for others to do the same. Imagine a workplace where everyone feels free to bring their whole selves—their quirks, their passions, and their unique perspectives. That kind of environment isn’t just kinder; it’s also more productive, creative, and resilient.
I’ve been lucky to work in relaxed workplaces where authenticity was often welcomed. Recently, I spoke to someone who believed their coaching associates weren’t getting clients because they were "scruffy and not dressed appropriately." To me, this feels like an easy blame, a way of avoiding deeper issues. If someone will only work with me because I am in a suit, then they wouldn’t be my client—the relationship would be inauthentic from the start. Even so, it’s only now, as someone who is self-employed, that I truly feel free to express myself without limitation. For example, I can dye my hair any colour I want without a second thought, and it’s an empowering choice. This simple freedom reminds me how much energy I once spent considering whether I was “professional enough” rather than focusing on what really mattered—my skills, ideas, and impact.
But authenticity isn’t just about self-expression. It’s about alignment. When we’re authentic, we’re more likely to work in ways that reflect our values and strengths, leading to greater job satisfaction and better results. In contrast, when we’re forced to conform to external expectations, we expend energy on fitting in rather than excelling.
What Does This Mean for DEI?
For organisations committed to DEI, it’s time to rethink what professionalism really means. Rather than focusing on conformity, we need to prioritise qualities like:
Respect
Reliability
Competence
When workplaces judge people based on surface appearance or outdated norms, they perpetuate exclusion. But by redefining professionalism, they can create environments where everyone feels valued and empowered to contribute fully. This means:
Addressing Biases: Educate leaders and teams about how appearance-based judgments harm inclusion efforts. For example, unconscious bias training can help uncover assumptions about what a “professional” leader or colleague looks like.
Celebrating Individuality: Recognise that diversity in self-expression can drive creativity and innovation. Think about the powerful ideas that emerge when people from different backgrounds bring their full selves to the table.
Redefining Norms: Shift the focus from conformity to authenticity, making space for people to show up as themselves. This includes updating dress codes, rethinking communication styles, and celebrating diverse leadership approaches.
DEI efforts are most successful when they move beyond policy and into practice. This means creating systems that don’t just tolerate differences but actively embrace and reward them. It’s about fostering a culture where kindness, respect, and equity are the norm.
Leading by Example
As a coach and trainer, I see my role as modelling the kind of workplace culture I want to build. When I show up authentically, I’m sending a clear message: Professionalism isn’t about hiding who you are. It’s about showing up fully, treating others with respect, and doing your best work.
This approach isn’t just about me—it’s about creating a ripple effect. When we normalise individuality in professional spaces, we challenge outdated norms and make room for more inclusive, innovative, and human workplaces.
For example, I recently worked with a team where one member felt pressured to “tone down” their personality at work. By encouraging them to lean into their strengths and embrace their unique style, we unlocked not only their confidence but also their ability to contribute more fully to the team. This is the power of authenticity in action.
A Call to Action
If you’re a leader, HR professional, or someone with influence in your workplace, take a moment to reflect on what professionalism means in your context.
Are you ready to create a workplace where authenticity and individuality thrive? Join my The Kind Brave Leadership Course, where we explore how to foster inclusive, innovative, and kind workplace cultures. Learn how to redefine professionalism, embrace diversity, and lead with authenticity. Click here to enrol or find out more! Are you unconsciously prioritising conformity over competence? Are you creating space for people to show up as their authentic selves?
And if you’re a fellow coach or trainer, don’t be afraid to own who you are. Your uniqueness is your superpower. The right clients will value your authenticity and thrive because of it.
Together, we can redefine professionalism and transform workplaces into spaces where kindness, wellbeing, and individuality aren’t just accepted—they’re celebrated.
When I see someone with a unique hair style or style of dress, whatever unique means, I always think they are comfortable with themselves. They aren't spending time trying to conform or fit in. So they have less stress in their days and have more positive energy to be more focused on more important things.