"Being collegial doesn’t have to mean saying yes to every social invitation, especially when you’re uncomfortable." UN Special Adviser Tutu Morgan, takes today's dilemma. I’m 28 and work as a consultant, often traveling to different client offices abroad. During a recent international site visit, a senior partner casually suggested I join him for a nightcap after dinner. I felt pressured to say yes, even though I was tired and uncomfortable with the idea. I didn’t want to seem rude, uncooperative, or like I wasn’t a “team player.” I keep wondering if my professional reputation would have suffered if I’d declined — or if agreeing sent the wrong message. How do I navigate situations where social pressure blurs professional boundaries without risking my career progress? Oh, I’ve been there – that moment where you’re smiling politely, weighing whether saying no will make you seem standoffish or “difficult.” Especially early in your career, and in client-facing roles like consulting, the unspoken rules can feel really heavy. But here’s the truth: you don’t owe anyone your presence after hours, especially if it compromises your comfort. Saying no to a nightcap doesn’t make you less professional or less committed. It just means you’re drawing a healthy line, and that’s something I wish more women felt empowered to do. Being collegial doesn’t have to mean saying yes to every social invitation, especially when you’re uncomfortable. A polite but firm "I'm heading to rest up for tomorrow" is both professional and completely valid. In my experience, the people worth working with, and for, will respect those boundaries. Those who don't reveal themselves quickly. Over time, I’ve found that maintaining my professionalism actually earned more respect than trying to blend into every after-hours situation. International consulting demands a lot of stamina and judgment; guarding your energy and integrity is not a weakness, it's a strength. Trust that you can build strong relationships during working hours, and don’t be afraid to invest in the kind of reputation that puts your skills, not your social availability, at the center. Over time, I have learned that boundaries aren’t barriers; they’re anchors. You can still be respected, successful, and even well-liked without stretching yourself thin socially. The right people – the ones who value your contribution – won’t measure your worth by your willingness to drink with them at 10pm. You get to decide how you show up in your career, and doing so with clarity and self-respect will serve you far more than any single night out ever could. Tutu is a special adviser to the UNGA Secretary General, based in Geneva Switzerland. She has over a decade of UN experience, starting off as an Intern at UNDP. She has a BA in Journalism and a MA in Political Communications. | Back to Dilemmas

"Being micromanaged is not a reflection of your capability, nor is it a call for you to try harder or do more." UN Special Adviser Tutu Morgan, takes today's dilemma. I've been working in my current job for the last 18 months, and recently got a new manager, about 6 months ago. Initially everything was fine, she had high expectations, which I felt was good for my professional development. However, the last few weeks have been hell. She picks apart everything I do, down to the tiniest details, triple-checks most of my emails, and doesn't allow me to hold my own meetings, attending every single meeting I have with other colleagues. She mentioned that she thinks I'm underperforming, but hasn't been able to articulate major issues - rather stylistic things and personal preferences, which I don't think is fair. How do I get to the root of her issue, without it escalating or having to report this formally? I'm keen to do better and improve where needed, but I'm at a loss for what I'm actually doing wrong. Firstly, I'm really sorry to hear that you are going through this. Micromanaging is something that is rarely spoken about, but is absolutely a form of workplace bullying that should not be tolerated in an organisation or company. Micromanaging blocks your independence, limits your ability to make decisions, and negatively impacts your learning and development. It can feel incredibly tough when you're not given a fair shot, and from the sounds of it, you want to do well and succeed in your job.

For Black professionals, hair has always been political. From corporate boardrooms to Zoom meetings, the question of how to style one’s hair isn’t just about aesthetics—it’s about survival. Protective styles like braids, locs, twists, and wigs are not only practical for maintaining hair health but are also deeply tied to cultural identity. Yet, despite their significance, they continue to be policed in professional settings. The unspoken question lingers: Do protective styles belong in the workplace? The short answer: Yes. The long answer? Let’s get into it. For decades, Black professionals have been forced to navigate an unwritten dress code that extends beyond clothing. The expectation? Conformity to Eurocentric beauty standards. Straightened hair, sleek ponytails, and discreet weaves are deemed "acceptable," while natural textures and protective styles are scrutinised. Hair bias is so deeply ingrained that studies have shown Black women with natural hairstyles are less likely to be hired than those with straightened hair. The consequences of this are exhausting. Employees find themselves caught between self-expression and career advancement, debating whether a fresh set of box braids will impact how their performance is perceived. The pressure to assimilate can lead to expensive and time-consuming styling choices, often at the cost of hair health and mental well-being. For those working in international careers, whether in corporate consulting, diplomacy, foreign missions, or government, these challenges are magnified. Black professionals navigating multinational environments often find themselves subjected to even more scrutiny, with expectations varying depending on cultural norms and regional biases. In countries where natural Black hair is rarely seen in executive settings, the decision to wear protective styles such cane-rows, braids and twists can feel like a bold act of defiance. As a loc wearer myself, this has got me thinking long and hard about who gets to decide "The Corporate Code". Who decide's what hair styles are professional, and which ones are not? The idea that "professional" hair must be straight or Eurocentric is not just outdated—it’s harmful. It feeds into a culture that equates uniformity with competence, sidelining Black employees who dare to show up as their full selves. But here’s the thing: protective styles are practical, efficient, and versatile. They allow employees to focus on their work without the added stress of daily heat styling or harsh chemicals. For professionals in global-facing roles, this pressure can extend beyond personal choices and seep into diplomacy and representation. In high-stakes environments where image is carefully curated, such as foreign service or political offices, there’s an unspoken expectation to "blend in" rather than stand out. But blending in often means erasing aspects of Black identity to fit within the comfort zones of Western-dominated leadership. So, how do Black professionals reclaim their power and wear their hair with confidence in highly structured international environments? Here are a few strategies: Know your rights and global policies. While hair discrimination laws vary across countries, awareness is key. Research local policies and organisational diversity commitments before accepting international assignments or entering new corporate environments. Set the tone in executive spaces. Confidence is contagious. By wearing protective styles unapologetically in high-level meetings, diplomatic engagements, or consulting presentations, you redefine what professionalism looks like on a global stage. Call out microaggressions strategically. The “can I touch your hair?” questions or the “you've changed your hair again!” comments are exhausting no matter the setting. In international careers, these moments often come from cultural unfamiliarity. Addressing them with humour, directness, or even policy-backed explanations can shift the narrative. Redefine professionalism in multinational spaces. The more Black professionals normalise protective styles in corporate consulting, diplomacy, and politics, the quicker outdated beauty standards will fade. As international workplaces evolve, visible representation matters in setting new norms. A culture shift is long overdue. For companies, embassies, and government offices truly committed to diversity and inclusion, it’s time to go beyond performative statements. Employers must actively foster environments where Black professionals feel seen and valued. This means implementing clear anti-discrimination policies, offering cultural competency training, and ensuring leadership reflects the diversity they claim to support. Workplace culture shifts don’t happen overnight, but they start with individual actions. The more Black professionals embrace their hair unapologetically, the more pressure we put on organisations to catch up. Protective styles belong in every room Black professionals occupy, whether that’s a consulting firm in London, an embassy in Paris, or a high-level diplomatic meeting at the United Nations. So, the next time you’re debating whether to install those waist-length faux locs before a global summit or government briefing, ask yourself: Will this style allow me to show up as my best self? If the answer is yes, then the decision is already made.

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