Bridging the Gap: Overcoming Cross-Cultural Bias

The modern workplace is a melting pot of cultures, backgrounds, and perspectives. This diversity brings a wealth of creativity and innovation, but it also presents challenges, particularly in the form of cross-cultural bias. Add in complexity like wage disparity, differing regulations on discrimination, and cultural norms, you have a recipe for employee attrition or worse legal action.

My old CEO, Randall Stephenson of AT&T, gave a speech at our employee resource groups on racial bias where he called on us to not only tolerate each other, as “tolerance is for cowards, being tolerant requires nothing from you but to stay quiet, holding tightly to your views, without being challenged…. work to understand each other”. That statement really stuck with me all these years in working with people of all races and cultural backgrounds. Since traveling globally, I have always challenged myself to understand things, people, and places I did not understand.

Understanding Cross-Cultural Bias:

Cross-cultural bias refers to unconscious judgements, attitudes, or stereotypes we hold about people from diverse cultures. These biases can stem from various sources, including upbringing, societal norms, and limited exposure to diverse viewpoints. While often unintentional, they can lead to miscommunication, misunderstandings, and hinder team collaboration.

People naturally fear things that are new and different. That is why change is hard. However, embracing change and working to understand the world around you can help to understand you own cultural bias. Breaking out of your own perspective can be challenging and vulnerable, after all it took you a lifetime to form the beliefs you have now, and they were shaped by the world you know. Opening yourself up to trying new things can not only give you a wider perspective but can enrich your own life.

The Impact of Cross-Cultural Bias:

The consequences of unaddressed cross-cultural bias can be significant, impacting both individuals and teams:

• Reduced team morale and cohesion: When team members feel misunderstood or undervalued due to their cultural background, it can lead to disengagement and hinder team spirit.

• Impeded decision-making: Biases can cloud judgment and lead to overlooking valuable perspectives, potentially resulting in suboptimal decisions.

• Limited innovation: Diversity is a breeding ground for new ideas. When team members feel hesitant to contribute due to bias, it can stifle innovation and creativity.

Overcoming the Challenge:

Fortunately, there are steps we can take to mitigate the impact of cross-cultural bias and foster a more inclusive and collaborative work environment:

1. Self-awareness: The first step is acknowledging the potential for bias within us. By reflecting on our own experiences and cultural upbringing, we can become more aware of our unconscious biases. Being honest doesn’t make it right but give your permission to evaluate your inherent bias that you have naturally.

2. Open communication and education: Creating a safe space for open communication about cultural differences is crucial. Encourage team members to learn from each other's cultures and perspectives through open dialogue and educational initiatives.

3. Celebrate diversity: Recognize and celebrate the diverse backgrounds and experiences within your team. This fosters a sense of belonging and appreciation for the unique value everyone brings to the table. Our difference should be seen as a strength not a divide.

4. Inclusive practices: Implement inclusive practices in meetings, discussions, and decision-making processes. Ensure everyone has an equal opportunity to share their ideas and contribute to the team's success.

5. Continuous learning: Commit to continuous learning about unfamiliar cultures. Encourage team members to explore resources, attend workshops, and engage in cross-cultural dialogues to broaden their understanding and appreciation of diversity.

I once had an employee who was from Ghana and shared, he was Muslim. I had little to no understanding of the Islamic religion or knew anything about Ghana. My first simple attempt to try was by adding all the Islamic holidays in my calendar in outlook. I would then ask him each time one came up on my calendar about what the holiday meant or significance was. He explained to me that this simple act opened dialog and showed him I had interest him as a person not just an employee. He began to share about his life growing up in Ghana and in turn gave me a deeper appreciation and understanding of my employee. He later shared with me that, just by showing interest it made him feel more connected to the team and the work.

Other considerations:

• Time zone/ business hours: being a truly global organization presents practical challenges like teams working different hours, which play into cross cultural bias. Meetings always being set to favor working hours of some but not all can create feelings of unfairness. (8am All hands meeting can mean 8pm or even later for folks in APAC)

• Exchange Rates/Pay Disparity: Since currency isn’t traded equally pay can been seen as higher in countries with people doing the same work for different pay. While it’s true that the pay in countries is lower than other so are the cost of living in those counties as well so your goal should be to pay people equitably not equally. This gets more complicated when you have employees reporting into people in lower income geos that can have the employee making more than the boss. Education and professional maturity can help to lessen the perception of disparity if your pay and compensation scales are equitable and fair.

By taking these steps, we can create a work environment where individuals feel valued and respected regardless of their cultural background. This, in turn, fosters greater collaboration, innovation, and the success of the team and the organization. Remember, bridging the gap of cross-cultural bias is an ongoing journey, but by taking proactive steps, we can create a more inclusive and thriving work environment for all.