Look professional, get the job done, get paid: Let's get to know the silent hiding
An article published yesterday in Forbes reveals a new definition for "pretending to work" in the workplace. This work tactic is called "silent concealment."
The article in Forbes reads:
A new Attensi survey of 2,000 employees from across sectors and age groups identifies ‘silent hiding’ as a silent crisis in the workforce: 58 percent of respondents admit to hiding knowledge or competence gaps to avoid judgment, in other words, covering up their competencies. Almost half of respondents say they fake understand something at work, while 40 percent say they avoid asking for help when they don’t know how to proceed. Tia Katz, founder of Hu-X, notes that while the topic of silent resignation was talked about three years ago, other concepts like ‘silent collapse’ have emerged. The silent collapse describes the emotional wear and tear that manifests as burnout, withdrawal, and invisible detachments. According to Katz, behind much of today’s behavior is something even more invisible: silent hiding. The term hiding was coined by Professor Kenji Yoshino to describe how people conceal personal characteristics in order to feel like they belong and to avoid judgment or discrimination. Among the most common examples of hiding are: Individuals minimize their race/ethnicity, gender, sexual orientation, age, religion, disability, or other identity characteristics in the workplace. This is often to gain acceptance, avoid dismissal, or gain a promotion. According to Bryan Robinson, a writer for Forbes on business and careers, many people engage in this type of concealment at some point in their careers. Like most people, you may have engaged in this type of concealment at some point in your life or career. A certain level of concealment is normal because it reflects emotional intelligence and the ability to adapt in social and professional settings. However, when it becomes chronic, it can lead to stress, burnout, and feelings of alienation, negatively impacting both individual well-being and organizational productivity. A new study by Hu-X and Hi-Bob found that 97 percent of employees conceal at least occasionally, and 67 percent frequently. According to the research, the reasons include: - Maintaining a professional image (55 percent), - Gaining social acceptance (48 percent), - Avoiding discrimination (46 percent), - Increasing the chance of a promotion, salary increase or bonus (46 percent).
- Getting better grades in year-end performance evaluations (43 percent)
The most frequent concealment occurs with senior managers (55%) and direct supervisors (54%). One survey participant said he concealed his identity because he was the oldest person on his team (60). Another employee concealed his sexual orientation to avoid judgment. Others say they concealed their shame due to ADHD (Attention Deficit Hyperactivity Disorder), their political views, or pretending to have received the COVID vaccine even though they haven't.
According to the research, Generation Z and Y view hiding behavior as a strategic decision.What is Generation Z hiding in the workplace?
Generation Z isn't just changing the way work is done; they're also quietly rewriting the rules of the workplace. Hu-X x Hi-Bob research suggests that this concealment behavior may be part of the explanation for Generation Z's famous "blank stare," which appears dull and disinterested. Generation Z employees are twice as likely to conceal their identities as Baby Boomers; 56 percent say they maintain this even during interviews with human resources. Nearly half of Generation Z say they conceal mental health issues, self-care habits, or past experiences to appear more "promotable." The research also indicates that Generation Z and Millennials view concealment as a strategic decision. This behavior helps them: - Increase the likelihood of promotions, raises, and bonuses - Perform better on year-end reviews - Avoid discrimination
- Aiming to gain social acceptance
A second study by PR Newswire reveals that Generation Z employees are rapidly adopting AI tools for tasks like summarizing meeting notes, coding, and generating ideas, but they're keeping this use secret from their managers. Researchers believe this secrecy stems from fear of losing their jobs. 47 percent of Generation Z and Generation Y employees are worried that AI could take their jobs. Thirty percent of these two generations are unaware of their companies' AI policies.
Sixty-three percent of respondents say they use personal apps or software for work. Researchers say this could pose a serious risk to corporate security. Wrike CMO Christine Royston describes the lack of guidelines or procedures for AI in companies as "a ticking time bomb for productivity and security."
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