Studio Setting by Brett Sayles is licensed under CC BY 2.0 in pexels.

What does it mean to be authentic? Authenticity is frequently used to describe people or things that are believed to be genuine, sincere, consistent, or original. We evaluate both things (like music, television, or food) and people (ourselves and others) on their authenticity, often assuming that some are inherently real or beyond artifice, while others are more artificial or contrived. However, sociologists and social scientists recognize the notion of authenticity itself as a powerful social construct: we collectively decide that people and things are (or are not) authentic. We evaluate people in terms of their personal and social authenticity.

Personal Authenticity

Personal authenticity involves being “true” to one’s self. But…what is the true self? Sociologists and scholars have challenged the idea that we have a true self, arguing that we all play a variety of social roles (student, friend, employee, etc.) in different situations. As we take on these roles, some individuals believe their actions are real and genuine and others feel that they are just putting on an act. It is this subjective understanding of the true self that matters for personal authenticity, even if it is socially constructed or conditioned. When people feel that they are being true to themselves, they experience authenticity as an emotional response.

A desire to feel authenticity is a powerful motive for behavior. Sometimes we act with the specific goal of expressing our true self.  For example, some get tattoos and body art to express their authentic selves.

However, societal pressures, from social norms to economic needs, may influence us to embrace behaviors that feel inauthentic. In the context of economic exchange, many roles require emotional labor (or, the management of feelings to create a certain emotional display). For example, flight attendants are expected to be friendly and helpful to the travelers–even if the travelers are rude or unruly. For workers, engaging in emotional labor can feel like acting or maintaining an illusion, leading to feelings of inauthenticity and a sense of emotional numbness.

Social Authenticity

Individuals are a part of many different groups (unions, trivia teams, fandoms, religious groups, etc.) and social categories (age, race, class, and gender/sexuality) and social authenticity is the idea of truly belonging to that group or category. Group members define certain characteristics as authentic and evaluate the authenticity of others based on those criteria. Authenticity can serve as a way to draw boundaries around groups, establishing who is in and who is out. For example, members of local punk scenes may display their authenticity through personal appearance, knowledge of punk music, and extensive vinyl collections—setting them apart from “posers.” Outsiders–or, individuals who fail to meet the authenticity criteria established by a group–may be viewed as appropriating the culture of a group to which they don’t belong.

Of course, group members may disagree on what it means to be an authentic member. When the authenticity of a group member is questioned, they may respond by challenging the validity of the authenticity standards used to judge them.

The Role of Race, Class, and Gender

Being perceived as an authentic member of a social group can yield rewards, from the tangible reward of admission to a university to simply achieving group belonging. However, marginalized groups often face bias or unattainable expectations of what an authentic member of their group should be like. These expectations can be produced within groups or perpetuated externally, through institutions like schools or the media. For instance, socially constructed notions of an authentic Asian American student or Black woman can exclude those who may not conform to these expectations, while also reaffirming sweeping generalizations about these groups.

The relationship between perceived authenticity and social acceptance is especially vital in professional life. For instance, people of color in White-dominated professions face unique pressure to prove themselves as “authentic” because whiteness is an implicit expectation of a good leader. Similarly, evaluations of people’s merit based on class and gender are embedded with assumptions about who can be authentic in their position. People with marginalized identities in certain professions or organizations are not only expected to fulfill their duties- but must also juggle personal and social authenticity based on ambiguous standards.