Janelle E. Wells, Ph.D., and Doreen MacAulay, Ph.D.
Our (In)visible Work
This month, Americans have been honoring Pride Month and Juneteenth, powerful celebrations intended to honor the history, resilience, and contributions of often-marginalized communities. These moments matter. They bring visibility and community, and showcase progress.
But for many people at the center of these celebrations, there’s another side that is less visible, but just as real. Alongside the parades, panels, and other moments of reflection, there’s a significant mental and emotional load that’s carried quietly from educating to representing, often without being asked.
That’s the invisible work of celebrating identity.
Identity, Visibility, and the Emotional Load
Identities are layered, complex, and constantly evolving. They include the internal ways we see ourselves and the external ways the world responds. In an article in the Academy of Management Review, scholars suggest that identities have become a central concept describing one’s behaviors. For those whose identities are often misunderstood, overlooked, or politicized, celebratory times like Pride and Juneteenth can bring unspoken expectations: to represent an entire community, educate others, and show up with pride even when it’s exhausting.
There are at least four ways that invisible work shows up during identity events, and actions we can take to make these moments feel less like a burden and more like true celebration.
1. The Burden of Representation
Marginalized individuals often feel pressure to represent their entire community. Whether speaking on panels, participating in events, or educating others, the expectation of being a spokesperson can be exhausting. This burden of representation can lead to tokenism, in which individuals are valued more for their identity than their expertise or individuality.
What helps: Acknowledge someone’s unique story instead of assuming they speak for everyone. Avoid using generalizations (“all people,” “everyone”), and ask with curiosity and care, not expectation.
2. Emotional Labor and Education
Many people from marginalized groups are expected to educate others about their history, struggles, and lived experiences, particularly during celebratory times. This work is often unpaid, unacknowledged, and emotionally exhausting.
During June, explaining racism, homophobia, or transphobia repeatedly can reopen personal wounds. According to a study published in the American Educational Research Association (AERA) Open journal, this type of emotional labor, especially when tied to identity and workplace responsibilities, can lead to frustration, alienation, burnout, and even depression. For example, leaders from marginalized backgrounds are often expected to act as diversity experts simply because of their identities, frequently being asked to relive personal traumas to educate others.
What helps: Don’t rely on the same few people to do all the teaching. Share the work. Do some of your own research. And when someone does offer their story or expertise, thank them.
3. Commercialization of Performative Allyship
From themed merch to rainbow-colored logos, corporate allyship visibility has increased in recent years. While this can signal progress, according to research published in Sport Management Review, it can also feel hollow when it’s not matched with real support, inclusive policies, or sustained action. When identity is used for profit without meaningful change, many feel exploited rather than celebrated.
What helps: Lead with authenticity. Ask: Are we supporting marginalized employees year-round? Is this campaign rooted in action, not just optics? Visibility should be backed by accountability.
