“Bring your whole self to work” sounds empowering, but it is not equally safe for everyone. Workplaces still reward some identities and quietly punish others. This post reframes authenticity as a practice, not a performance: leaders must widen what is safe and redefine “professional,” while individuals choose congruence that protects dignity. We look at power and risk, practical steps for leaders to make authenticity safer, and ways people can use strategic self expression without shame. The goal is not confession. It is creating conditions where more of us can show up with less cost—and where culture change is measured by behaviour, not slogans.

Unlearning bias sounds tidy. Real life is messier. Bias is social coding that trains us to read some people as safe, familiar, valuable, and likeable. Rather than pretending we can erase it, we can learn to interrupt it. Pause when stakes feel high. Name the pattern without shame. Feed the decision with better data, not just vibe. Nudge the context so fair choices are easier. Progress looks like decisions that hold up under evidence, not purity.