Why Ego Is A Hidden Superpower for BIPOC In The Workplace

Dr. Nika White • November 15, 2021

Ego is considered a negative quality in a coworker, manager, or person in leadership. In the business world, ego has allowed people with power to manipulate and undermine those with less power. However, the true, unbiased definition of ego is “a person’s sense of self-esteem or self-importance” and that’s how we should approach it. Particularly for BIPOC, ego isn’t a bad thing. Rather, it’s an untapped superpower. In this article, I’ll show you how ego can be used as a tool of empowerment for marginalized groups instead of a weapon for power and control.

The Harm In Weaponizing Ego

For years, we’ve weaponized the definition of ego and allowed it to put underrepresented groups at a disadvantage in the workplace. Ego has been predominantly used as a tool of power and control by those in more privileged positions. It typically sends a clear message that someone has more power than someone else. In practice, it’s been used as a covert tool for those in positions of power to keep certain groups in their place.

We often hear the phrase: “you need to quiet your ego” as a way to encourage someone to listen, understand and gain more perspective. But, maybe we shouldn’t quiet our egos. Instead, we should use ego as a way to boost the self-esteem of certain groups. It’s time we de-weaponize ego and start using it as a strategic tool for historically marginalized groups to gain confidence, agency, and self-worth. There’s value in allowing underrepresented groups to use ego as a superpower in order to increase diversity, equity, and inclusion (DEI) in the workplace.

Ego Is The Birthplace Of Confidence

For years, plenty of groups have felt underestimated, divested in, and psychologically unsafe at work. BIPOC folks, in particular, are still battling microaggressions, feeling unacknowledged, and having their contributions be devalued. The weight of adversity in the workplace can break anyone’s self-esteem and motivation.

Ego can be a superpower that builds confidence from within for groups that are all too often overlooked. Ego can look like…
* walking into a room with one’s chest held high
* wearing one’s natural hair at work
* speaking with a confident tone
* feeling comfortable expressing one’s cultural traditions
* Publically taking credit for an idea

Ego can play a role in building the vibrato in someone’s voice and encouraging them to be brave and move with more certainty. It takes confidence to move forward in one’s career and for some, developing a healthy ego can be the first step towards upward mobility.

Ego Builds Agency And Action

The workplace can feel hostile for BIPOC and can stifle many in their pursuit towards agency and action. It’s not uncommon for marginalized people to have their contributions diminished or have other people take their ideas and run with them. When we weaponize ego, it makes people play small. It causes some to feel that they shouldn’t take up space or time advocating for their ideas and contributions.

Ego and self-agency are the keys to upward mobility for BIPOC in the workplace. Folks can use ego as a tool for self-empowerment to build the fire in their bellies to take action on ideas and projects that excite them. Without ego or the encouragement of their fellow colleagues in the workplace, many BIPOC can feel deflated and demotivated when it comes to proposing new ideas and speaking their minds.

Sometimes, we have to inflate our own egos and build agency from the inside out. Ego can be the wind to our backs when things have to get done, but there’s no one in the company cheering for us. Ego is the superpower BIPOC people can tap into when they need an extra push towards action.

Ego Pushes BIPOC To Know Our Worth

There’s a big movement now for BIPOC people to know and lean into their worth even if others don’t recognize it. This allows us to know when we should stop tolerating harmful people, behaviors, and spaces that don’t serve our upward trajectory.

Developing a healthy inner ego can push BIPOC to know they can accomplish hard things. Self-awareness, reflection, and confidence are all essential in reaching big, lofty goals. And all three are enhanced by ego.

Ego and knowing one’s worth involve risk-taking. It’s risky to ask for more money during a job interview or walk away from projects that push our personal boundaries. When BIPOC tap into their egos, we can begin centering our voices and needs, even when it’s uncomfortable.

Ego gives us pride in who we are and where we came from. When we think about how many BIPOC communities had their history and contributions diminished throughout history, we can understand why some groups still struggle with self-worth today. Tapping into a healthy ego can help many BIPOC transcend the harsh realities of the past and actualize a future that’s bright and optimistic.

Ego Allows BIPOC To See Themselves In A Positive Light

In a world that sees BIPOC as less than or inferior, it’s important for us to see the best in ourselves. Ego is the aspect of the self that wants to be seen in a positive light. When we gravitate towards the stigmatized definition of ego, it doesn’t lend itself to the main intent which is to witness our higher selves.

When we reimagine the idea of ego and take away the stigma, we start seeing the best versions of ourselves, our key qualities, and traits without the fear of looking egotistical.

Redefining Ego As A Tool For Empowerment

It’s time we break down and redefine ego. It’s not always “wrong” to operate out of a place of ego. We can now understand how ego and its benefits can work to raise the position of BIPOC and minority groups’ in organizations.

For non-minority individuals, when they think of ego, it can be perceived as a turnoff or poor human quality. What they don’t realize is that feeling confident and self-actualized can be a result of being in a privileged position. For people who were never given positive affirmations for their ideas, skills, abilities, or self, ego is a way of survival. It’s important that BIPOC start to see how ego can be used as a catalyst to face and deal with the trauma of being a minority in the workplace.

Ego is already being utilized as a superpower, but we call it “self-care” or “boundaries. It’s time we embrace all three terms, self-care, boundaries, and ego, as tools for BIPOC and marginalized groups to use and build confidence, agency, and self-worth in the workplace.

 

Read more from The Human Shift on Substack, where I share long-form essays on leadership, culture, and how we work and live.

Share this Content:

The Leadership Habit of Anticipation- When thinking ahead becomes living ahead

By Nika White • June 8, 2026
A Strong leaders anticipate. They think ahead. They plan. They prepare. But anticipation can quietly become overextension. Living in the next moment instead of the current one. Earlier in The Human Shift, The Cost of Constant Readiness, we discussed readiness. Anticipation, when constant, keeps leaders slightly ahead of the present—which can disconnect them from what’s actually happening. A Reframe Preparation supports leadership. Over-anticipation distances it. One Simple Practice Bring your attention back to one present interaction today. Ask: "What is actually happening right now?” Not what could happen. Not what might happen. Just what is. Question To Consider How often are you leading from the present versus the future? What This Looks Like In Practice Leaders who reduce over-anticipation often report clearer communication and stronger relationships because they are responding to reality, not projection. In the shift, Dr. Nika White P.S. Where are you currently living ahead of the moment instead of in it?

The Subtle Drift into Disconnection - How it happens without anyone noticing

By Nika White • June 1, 2026
Disconnection rarely happens all at once. It builds slowly. A conversation you rush through. A moment you don’t fully listen. A tension you move past instead of addressing. Over time, these moments accumulate. Earlier in The Human Shift, Inclusion Isn’t Exhausting – Disconnection Is , we explored inclusion as lived experience. Disconnection is often not intentional—it is the result of repeated missed moments of connection. A Reframe Disconnection is not a single event. It is a pattern of small moments. One Simple Practice Today, in one conversation, slow down enough to fully listen—without preparing your response. Just notice. Question To Consider Where have small moments of disconnection quietly added up? What This Looks Like In Practice In culture work, repairing disconnection rarely requires large interventions. It requires consistent attention to everyday interactions. In the shift, Dr. Nika White P.S. When was the last time you felt fully present in a conversation?

When Presence Replaces Performance - Why leadership effectiveness isn’t always about doing more

By Nika White • May 27, 2026
In high-performing environments, leaders often feel the need to demonstrate value constantly. Speaking. Solving. Contributing. But not all leadership is visible. Sometimes the most impactful presence is quiet. Earlier in The Human Shift, The Shift From Bracing to Grounding , we explored grounding as staying connected to yourself in the moment. Presence allows leaders to influence without constant action. A Reframe Leadership is not always what you do. Sometimes it is how you are. One Simple Practice In your next meeting, contribute one fewer time than you normally would. Instead, observe: What changes when you create more space? Question To Consider What would shift if you trusted your presence as much as your output? What This Looks Like In Practice Leaders who learn to use presence intentionally often find their influence increases—not decreases—while their effort becomes more sustainable. In the shift, Dr. Nika White P.S. Where might doing less actually strengthen your leadership today?

The Weight of Unspoken Expectations - What leaders carry that no one names

By Nika White • May 19, 2026
Not all expectations are stated. Some are felt. You feel them in how quickly you respond. In how prepared you need to be. In how little room there seems to be for uncertainty. These expectations shape behavior—even when no one has said them out loud. Earlier in The Human Shift, Culture is What People Carry Home, we explored how culture is what people absorb. Unspoken expectations are one of the most powerful ways culture is transmitted. A Reframe What is unspoken is often what is most influential. One Simple Practice Ask yourself: “What expectations am I operating under that no one has actually confirmed?” Then question one of them. Question to Consider What might change if you clarified one assumption you’ve been carrying? What This Looks Like In Practice In organizational work, many performance patterns are driven less by formal expectations and more by perceived ones. Naming them creates immediate relief and clarity . In the shift, Dr. Nika White P.S. What expectation are you currently meeting that may not actually exist?

The Tension Between Speed and Clarity - Why moving quickly can sometimes create more work later

By Nika White • May 11, 2026
Speed often feels like progress. Decisions made. Meetings closed. Momentum maintained. But speed and clarity are not the same. Earlier in The Human Shift, The Cost of Constant Readiness, we explored how readiness can create urgency where it may not actually exist. When leaders move quickly from that state, decisions can reflect pressure more than perspective. A Reframe Speed moves things forward. Clarity moves things well. One Simple Practice Before your next decision, ask: “Am I choosing speed—or am I choosing clarity?” If it’s speed, ask: “What would clarity require right now?” Question to Consider Where might slowing down actually create stronger outcomes? What This Looks Like In Practice Many organizations don’t suffer from slow decision-making—they suffer from fast decisions that require correction. Clarity reduces rework.. In the shift, Dr. Nika White P.S. What decision today would benefit from just a little more space?

When Responsibility Becomes Identity - The moment leadership stops being a role and becomes who you are

By Nika White • May 4, 2026
High-capacity leade rs often say: “I’ll take care of it.” At first, it’s situational. Then it becomes habitual. Eventually, it becomes identity. You’re the one who handles things. The one people trust. The one who doesn’t drop anything. But identity-level responsibility is different. It doesn’t turn off. Earlier in The Human Shift, Capacity is not Infinite, we explored capacity as information. When responsibility becomes identity, capacity signals are often overridden—not because leaders don’t feel them, but because they don’t believe they can respond to them. A Reframe Responsibility is a role you hold. Not a definition you carry. One Simple Practice Today, notice one “yes” you give automatically. Pause. Then ask: “If I didn’t see this as mine by default, what would I choose?” Question To Consider Where has your sense of responsibility expanded beyond what is actually yours? What This Looks Like In Practice In leadership development work, one of the most important shifts is helping leaders separate identity from role. When that happens, both performance and sustainability improve. In the shift, Dr. Nika White P.S. What responsibility do you carry right now that no one explicitly asked you to hold?

The Cost of Being the Calm One-When Composure Becomes Your Default Role

By Nika White • April 27, 2026
Some leaders become known as “the calm one.” The one who steadies the room. Who doesn’t react. Who absorbs tension without showing it. It’s a valuable presence. But over time, it can quietly become a role you feel responsible to maintain. Not because it’s always needed. But because it’s expected. Earlier in The Human Shift, The Shift from Bracing to Grounding , we explored how leaders often move into bracing without realizing it. Being “the calm one” can sometimes be a more refined version of the same pattern—holding steady externally while managing pressure internally. A Reframe Calm is not a performance. It is a state that requires support. One Simple Practice Notice one moment today where you feel responsible for stabilizing others. Instead of immediately holding that role, pause and ask: “Is steadiness needed here—or am I used to providing it?” Question to Consider Where has your composure become something you feel you must maintain rather than something you can access? What This Looks Like In Practice Many leaders I work with don’t struggle with composure—they struggle with the cost of sustaining it alone. When shared steadiness becomes possible, leadership begins to feel lighter. In the shift, Dr. Nika White P.S. Where in your leadership do you feel most responsible for “holding the room”?

Sustainable Authority - Authority That Doesn’t Rely On Intensity

By Nika White • April 20, 2026
Some leaders repeat directions often. Others rarely need to.  The difference is not position. It is trust in their steadiness. Authority rooted in pressure requires monitoring. Authority rooted in presence requires less reinforcement. This connects back to grounding, in The Human Shift, The Body Knows Before the Mind Does. When leaders are regulated, direction travels clearly without amplification. Reframe Authority is not measured by force. It is measured by reliability. One Grounded Practice Before giving direction, slow your speaking pace by 10%. Then deliver the message once, clearly and calmly. Consistency communicates confidence more than volume does. Closing Reflection Do people follow your direction because they understand — or because they feel urgency? Contextual Depth Signal Leaders who cultivate a steady presence often find they need fewer reminders, corrections, and escalations. Regulation reduces management load. In the shift, Dr. Nika White P.S. When you give direction, what do you think your team experiences — clarity or pressure?

The Leadership Aftermath - What People Carry After Interactions Shapes Culture More Than The Interaction Itself

By Nika White • April 13, 2026
Leaders often focus on how meetings go. But the greater influence is what happens afterward. What people replay during their commute. What they describe at dinner. What they anticipate the next morning. Leadership is remembered less for exact wording and more for internal experience. Earlier, in The Human Shift, Culture Is What People Carry Home, we discussed how the emotional residue of leadership interactions shapes engagement more than policies do. Reframe Leadership influence continues after the conversation ends. One Grounded Practice After a meeting, pause for one minute and ask: “If I were in that conversation as a participant, how would I feel right now?” Not how you intended. How it likely landed. Closing Reflection What emotional tone do your interactions leave behind? Contextual Depth Signal Organizations often attempt culture change through communication strategies, but emotional experience — not mes saging — is what employees actually carry. In the shift, Dr. Nika White P.S. After a typical meeting with you, what do you think people feel most — clarity, pressure, or steadiness?

When Teams Stop Telling You Things - Silence is a Cultural Signal

By Nika White • April 6, 2026
Leaders often believe transparency exists because information is available. But culture is revealed by what people choose to share — not what they’re allowed to share. When teams withhold concerns, it rarely begins with fear. It begins with small experiences: Ideas redirected quickly Mistakes met with visible tension Questions answered defensively Over time, people learn which conversations require self-protection. Earlier, in The Human Shift, Culture Is What People Carry Home, we explored culture as what people absorb. Silence is one of the clearest indicators of that absorption. Reframe Candor depends less on policies and more on predictability of response. One Grounded Practice In your next meeting, when someone raises a concern, respond first with: “Tell me more.” Do not correct immediately. Do not solve immediately. Signal curiosity before direction. Closing Reflection What information seems to reach you last? Contextual Depth Signal Many culture initiatives fail not because values are unclear, but because reactions teach people which truths are welcome. In the shift, Dr. Nika White P.S. If someone on your team hesitates before speaking, what do you think they’re predicting?