The Covert Work of Celebrating Identities

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.

4. Navigating Dual Realities

Celebratory times can be emotionally complex. Joy and grief often coexist. An African-American person at a Juneteenth event may also be grieving recent acts of racial violence. A queer person at a Pride parade might still feel unsafe at work or at home. This duality can create cognitive dissonance and emotional fatigue. While increasing visibility during June is essential, it is also equally important to recognize and address the mental load that accompanies that visibility.

What helps: Let's not assume everyone wants to participate. Let people set boundaries, opt out, or prioritize rest. Celebration should be an invitation, not an expectation.

Moving From Celebration to Care

There are ways to reduce the often hidden emotional and mental burden during celebratory times:

• Share responsibility. Never expect marginalized people to carry the weight of organizing, educating, or speaking alone.
• Practice authentic inclusion. Once you invite people in, amplify their voices and acknowledge their efforts.
• Honor boundaries and rest. Champion people to help protect their energy and well-being.
• Commit year-round. Support should extend beyond designated months with sustained commitment.
• Invest in mental health. Access to culturally competent resources can help individuals and teams process the complex emotions that arise during these times.

Celebratory times like Pride and Juneteenth are powerful reminders of how far we’ve come and how much work remains. But they don’t have to be heavy to be meaningful. Let’s listen more. Assume less. And make space for people to be their full, complex selves, not just during these months, but every day.