Blog Peter Danzig on Authentici... Peter Danzig on Authenticity in the Workplace Last updated: February 4, 2025 Darcy Jacobsen SHARE ON As an HR or organizational leader, you’ve heard the call for greater inclusion and belonging. But how do you turn aspirations into action? How do you create workplaces where all voices are heard, cultural change is embraced, and shared humanity is prioritized? Peter Danzig (they/them), Senior Director of Foundation Culture at the Children’s Hospital of Philadelphia, will be bringing their expertise and lived experiences to our Workhuman Live 2025 stage in May. In their session, Diplomatic Disruption: How You Can Have a Seat at the Table, Peter will share actionable strategies to challenge bias, empower voices, and lead with curiosity and accountability. We recently had a chance to connect with Peter, and they shared with us some of the transformative ideas they’ll be exploring at Workhuman Live – including how to foster meaningful conversations about culture change and how HR leaders can become catalysts for connection across differences. Here’s what they wrote. The psychological and neurological impacts of workplace authenticity What makes people truly engage in their work? The answer often lies in feeling valued, respected, and seen. When people know their voices are heard, their presence affirmed, and their contributions respected, something transformative happens. They bring their authentic selves to the table – and the workplace thrives. Authenticity has become a key contributor to employee well-being, organizational culture, psychological safety, and productivity. When I say authenticity, I’m not just speaking about personal expression. Authenticity, in this instance, refers to the degree to which individuals express their true selves, values, and beliefs in professional settings. Understanding the psychological and neurological impacts of authenticity in the workplace is critical in fostering an environment that enhances employee engagement, satisfaction, inclusion, and belonging. Psychological impacts of authenticity The psychological benefits of authenticity are profound. When employees feel empowered to be themselves, their mental well-being improves, and their connection to the organization deepens. Here’s how authenticity impacts key areas of workplace culture: Enhanced Well-Being and Reduced Stress When employees feel safe to express their true selves at work, they experience a significant reduction in psychological stress. Authenticity allows individuals to align their work and personal values, leading to increased job satisfaction. A workplace that embraces authenticity cultivates a supportive environment where employees can share their thoughts and feelings without fear of judgment or repercussion. This sense of belonging alleviates feelings of isolation and promotes mental well-being. Increased Engagement and Motivation Authentic individuals are generally more engaged in their work. When workers express authenticity, they are more likely to take ownership of their roles, which increases intrinsic motivation. This engagement translates to improved job performance and can foster a culture of innovation and creativity. Employees who feel that they can be themselves are more likely to contribute ideas and collaborate with teammates, ultimately supporting a more diverse, equitable, and inclusive workplace. With increased motivation, an open invitation to all ideas will increase diversity of thought. Building Trust and Relationships Authenticity plays a crucial role in building trust among team members. When leaders and colleagues demonstrate authenticity, it models the potential for open communication and vulnerability within organizations. Trust is fundamental in any workplace; it fosters cooperation, collaboration, and healthy conflict resolution. Researchers emphasize that when team members feel safe to be authentic, they are more likely to support one another and work cohesively towards common goals. Lower Turnover Rates Organizations that commit to and value authenticity tend to experience lower employee turnover. When employees feel accepted and valued for who they are, they are less likely to leave for other opportunities. Authentic, human interaction is priceless and contributes to retention. High turnover can be detrimental to an organization, leading to increased recruitment costs and loss of institutional knowledge. By cultivating an authentic culture, organizations have greater chances to promote longevity, benefiting from the accumulated knowledge and skills of their employees. Retention is the outcome of person-centered efforts across cultural identities. Neurological impacts of authenticity Then there is the physiological side of authenticity — because the benefits of authenticity go beyond emotions; they’re also wired into our brains. Neuroscience reveals fascinating ways authenticity shapes the actual landscape of the mind. Here are four: Brain chemistry and emotional regulation The neuroscience of authenticity reveals that being true to oneself can positively affect brain chemistry. Authentic behavior is associated with the release of neurochemicals such as oxytocin and dopamine, which are linked to feelings of happiness, connection, and reward. When individuals act authentically, they experience a sense of fulfillment that promotes emotional regulation, reducing anxiety and enhancing overall emotional resilience. Activating neural pathways Engaging in authentic behavior can activate specific neural pathways related to emotional processing and cognitive flexibility. Neuroimaging studies have shown that experiences of authenticity can stimulate the prefrontal cortex, an area of the brain responsible for decision-making, social behavior, and self-regulation. This activation promotes constructive thinking patterns, encouraging individuals to make decisions that align with their values and authentic selves, contributing to a higher quality of life, inside and outside of the workplace. Reduction in cognitive dissonance Cognitive dissonance occurs when an individual experiences discomfort due to holding conflicting beliefs or values. Inauthentic behavior often leads to increased cognitive dissonance as employees navigate the gap between their true selves and the persona they present at work. Engaging authentically reduces this dissonance, creating a more harmonious internal state. Reduced cognitive dissonance can lead to improved focus, mental clarity, and the ability to engage fully in tasks at hand. Organizational values may not always align perfectly with employees, but encouraging diversity and authenticity allows for a pathway towards shared investment in organizational mission and culture. Increased resilience to burnout Authenticity serves as a protective factor against burnout. Neuroscientific research indicates that when individuals engage in activities that align with their true selves, they experience greater levels of enjoyment and fulfillment. This sense of purpose can counteract the effects of stress, leading to increased resilience. Workers who feel authentic in their roles are better equipped to deal with challenges and setbacks, fostering a workforce that can withstand the pressures of today’s complex hybrid business structures. Creating a culture of authenticity So how can you build some of these benefits into your culture? Cultivating authenticity requires intentional efforts from organizational leaders. Some of the best organizations I’ve worked with transparently commit to strategies like the ones below: Promote open communication Encourage an open dialogue where team members feel safe to share their thoughts and feelings. Regular check-ins and feedback mechanisms can foster a supportive environment. Blameless postmortems are an opportunity to embrace growth mindsets without fear. Emphasize values alignment Ensure that organizational values are communicated clearly and that employees have opportunities to express and align their personal values with those of the organization. Encourage vulnerability Leaders can model authentic behavior, demonstrating vulnerability and openness, which sets a precedent for team members to feel comfortable doing the same. Provide education with processing conversations Implement training programs focused on psychological safety, cross-cultural diversity of thought, and authentic leadership to help employees develop the skills necessary to engage authentically. Then, talk about it. Humans crave connection, and education without processing opportunities often falls prey to performative action. Processing after training opportunities allows diverse learning styles to connect with one another. Celebrate individuality People are motivated when they realize they are valued, respected, seen, heard, and affirmed. People are not inventory — they are complex humans with vast ranges of experiences, values, and contributions to society. Find ways to connect with them utilizing the tools that even the most expansive and expensive staff recognition programs can’t provide: a human conversation that embraces learning about the person in front of you. Embrace intersectionality, and you just might see yourself and others reach new and unexpected achievements. Why authenticity matters At its core, authenticity is about connection. People thrive when they feel respected, affirmed, and valued for who they are. And as organizations seek to create inclusive cultures and engaged teams, fostering authenticity isn’t optional – it’s essential. By embracing authenticity, organizations can unlock potential far beyond individual performance. They create a space where creativity flourishes, trust builds, and teams reach new heights. Let’s talk more about it at Workhuman Live. And in the meantime, ask yourself: What steps can you take today to make authenticity a cornerstone of your culture? The answer just might change everything. Don’t miss Peter Danzig at Workhuman Live 2025 Peter Danzig’s session, Diplomatic Disruption: How You Can Have a Seat at the Table, is going to be a must-attend for leaders who want to drive cultural change and advance inclusion in their organizations. Look for Peter on Tuesday, May 13, 2025, from 2:50–3:40 PM, and get ready to explore: How to use diplomatic disruption to challenge bias and build accountability Strategies to create cultural strategic imperatives that drive real change Practical ways to empower voices and foster connection across differences This session also offers a rare opportunity to learn from Peter’s extensive DEI journey at the Children’s Hospital of Philadelphia and their lived experiences as a culture catalyst. Add this session to your agenda now! If you haven’t registered for Workhuman Live yet, you can do so here. Join us at Workhuman Live 2025 in Colorado and join the movement to make work more human, more authentic, and more inclusive. About Darcy JacobsenDarcy is a passionate storyteller and champion of workforce transformation, human connection, and recognition-driven culture. As an author on the Workhuman Live Blog, she loves to connect deep research insights with modern workplace dynamics to uncover what really drives engagement, belonging, and happiness at work. With a background in communications and a master’s in medieval history, she brings a unique perspective to her writing, taking deep dives into all topics around organizational psychology and the science of gratitude. Do it live Passionate about the future of HR? Turn ideas into action at the award-winning Workhuman Live conference. Learn more Featured Articles January 21, 2025 From Arianna Huffington to Brené Brown: The Uniquely Fearless Speakers at Workhuman Live What makes a conference unforgettable? Is it the captivating keynotes, the electric atmosphere, or the transformative mo... 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