Can Intercultural Training Help Crack The Bamboo Ceiling?

The term “Bamboo Ceiling” was coined in 2005 by Jane Hyun, author of “Breaking the Bamboo Ceiling: Career Strategies for Asians.” Similar to the phrase “glass ceiling,” which refers to barriers women face in moving up the corporate ladder, the “bamboo ceiling” refers specifically to barriers Asians face in the workplace.

A main cause for this ceiling is the prevalant stereotypes that persist about Asians. Asians and Asian Americans may be seen by non-Asian Americans as having poor communication skills, lacking initiative, and missing key leadership capabilities. But is this the case? Like most stereotypes, such generalizations are misinterpretations of behavior. According to Abbie Yamamoto, Intercultural Marketing Strategist, “stereotypes are often a mishmash of apt observations, outdated information, and arbitrarily formed opinions.” Many Asians and Asian Americans are taught from an early age to be self-effacing, respectful, and deferential towards authority, and these values may not translate well or be understood in the US workplace.

Differences in communication styles play a large role in this misinterpretation of behavior. Many Asian cultures tend to be indirect communicators, while many Western cultures tend to be direct communicators. An indirect style can be viewed as dishonest or indecisive by those from direct cultures.

Hierarchy is also important here. Asian cultures tend to place a greater value on hierarchy than their Western counterparts. Someone from a hierarchical culture may defer often to a boss or other senior leaders in the company when making decisions, for example. Those from flat-structured cultures, where strong leaders are those who “speak their minds” and disrupt the status quo, may view such deference as weak or timid.

Individualism is also a factor in these misunderstandings. Western cultures generally place importance on I instead of We, whereas many Asian cultures put We first. This can complicate things when someone is being interviewed for a new position, for example. During an interview, Westerners are often expected to boast about their individual accomplishments. Asians may not be so comfortable doing that and instead may focus on group accomplishments and team efforts. This can lead to incorrect perceptions about leadership ability, management skills, qualifications, and even character.

Here are two sayings that help illustrate Asian & Western cultural differences:

The squeaky wheel gets the grease.

A nail that stands will be hammered down.

The first is a common phrase in Western cultures, while the second is more common in Asian cultures. Many Westerners, specifically US Americans, believe that if you want something you need to speak up and make yourself heard. On the other hand, several Asian cultures believe the opposite — being in harmony with others and fostering agreement with the group is often more important than making your individual wants and needs known.

So how can these misunderstandings and misperceptions affect the success of Asians and Asian Americans in the workplace?

According to a recent study of 5 of the largest tech companies - Google, HP, Intel, LinkedIn, and Yahoo - Asians represent 27% of employees, but only make up 14% of those at the executive level. Another study by Catalyst found that female employees of Asian descent make up only 2.5% of mid-level managers and 1.7% of senior level positions among S&P 500 companies (Liyan Chen, Forbes 2016).

So what can we do? For starters, cultural awareness training can help mitigate any misunderstandings. Training your teams on communication and behavioral differences across cultures is essential. Why do people behave the way they do? Could you be misunderstanding someone’s verbal and non-verbal cues? What does she really mean when she says X? How do you adapt your communication style to others?

When hiring talent, look for those with high cultural intelligence, international experience, foreign language skills, and diverse backgrounds. Diversity training can also help reduce discrimination and create more understanding of differences.

While Westerners and Asians alike must learn about each other, they also need to learn about themselves and how they may be viewed by others. Taking the time to learn about ourselves is the first step towards fostering an inclusive and positive work environment.

Contact me at hello@nicolebarile.com if you’d like to learn more or visit me here. #futureofglobalwork