The Festival Wristband Dilemma: Bringing Your Whole Self to Work 🕺
If you’ve ever been to a festival, you’ll understand the sentimental and somewhat unhealthy attachment we form to those wristbands that adorn our arms for weeks, if not several unhygienic months, afterwards.
A statement piece. A conversation starter. A prized possession that becomes part of our identity.
I was once asked by a manager to remove one after I accidentally dipped the frayed end into the hot, fresh tea I was lovingly making for her. And in case you’re wondering, no, she didn’t drink it.
I was genuinely offended (though I imagine she was too). It felt like a personal attack, as though I was being told I couldn’t be myself.
On reflection, it was entirely fair and, from a health and safety perspective, frankly necessary.
In that particular workplace, albeit unhygienic, the risks were relatively low. However, in many working environments, personal expression can present genuine safety concerns. In sectors such as manufacturing or heavy industry, seemingly small items of clothing or jewellery can mean the difference between safety and serious injury.
So, how do we safely express our identity at work while encouraging others to do the same?
Last week, I spoke with two inspiring young people working in an early careers team for a local community initiative in Hastings Explore The Arch. Our conversation reminded me that identity and personal expression can be powerful drivers of confidence, engagement and productivity.
At the same time, they can create significant barriers to entering, sustaining and thriving in employment.
This isn’t a challenge unique to young people. Ageism remains a major factor affecting the participation and retention of workers over 50.NETER employment crisis: worklessness rises in later life | Centre for Ageing Better. Clearly, some aspects of identity, such as age, culture and life experience, are inherent parts of who we are. They deserve not only legal protection, but also recognition, encouragement and genuine appreciation as valuable contributors to a thriving workplace culture.
I imagine there is a wonderful sweet spot where individual and collective workplace identities coexist.
It’s created and maintained by leaders who foster belonging, inclusion and cohesion. Leaders who balance organisational needs with individuality. Leaders who don’t always get it right, but who are committed to learning, listening and improving.
If you’re one of those organisations, we’d love to hear how you do it.