It's (past) time to appreciate cultural diversity | Hayley Yeates | TED Institute

Summary

In her impactful talk, Haley Yates shares her experience as a Korean adoptee in Australia, introducing the term 'fasion' to describe the feeling of being a 'fake Asian.' She discusses the challenges of cultural identity and the biases she faces in academic and professional settings. Highlighting the concept of the 'bamboo ceiling,' she reveals the barriers Asians encounter in Western workplaces, particularly regarding career advancement. Yates advocates for a broader understanding of diversity that includes cultural representation, urging organizations to create inclusive environments where all individuals can thrive and feel valued, emphasizing the strength in diverse perspectives.

Takeaways

• 😀 The term 'fasion' (fake Asian) reflects the experience of individuals who feel disconnected from their cultural identity due to their upbringing in a different cultural context.
• 😀 Haley Yates, adopted from South Korea and raised in a white Australian family, identifies primarily as Australian and navigates assumptions about her identity.
• 😀 People often make assumptions based on appearances, leading to experiences of exclusion and the need to prove oneself in academic and professional settings.
• 😀 The concept of the 'bamboo ceiling' describes the barriers that individuals with Asian backgrounds face in advancing within predominantly Western workplaces.
• 😀 Cultural diversity is beneficial for businesses; companies with higher ethnic diversity are more likely to achieve better financial performance.
• 😀 Culturally diverse teams excel in innovation and problem-solving by leveraging a variety of perspectives and experiences.
• 😀 Many cultural minorities, especially Asian women, experience pressure to conform to Western norms in teamwork and leadership to succeed.
• 😀 Studies show that racial identity has a significant impact on career progression, often more so than gender.
• 😀 The current generation faces challenges in breaking through cultural ceilings, highlighting a need for systemic changes in the workplace.
• 😀 Organizations must foster authentic conversations about diversity and inclusion to create environments where everyone can thrive and feel represented.

Q & A

What does the term 'fasion' mean in the context of the transcript?

The term 'fasion' is short for 'fake Asian,' which Haley uses to describe her experience of being perceived as Asian despite identifying as a proud Australian.

How did Haley's background influence her identity?

Haley was born in South Korea and adopted by white Australian parents, leading her to identify as Australian while navigating the assumptions others make about her based on her appearance.

What experiences did Haley have in university regarding group assignments?

Haley noticed that classmates would often avoid sitting with her during group assignments, which she later learned was likely due to assumptions about her being Asian.

How did Haley cope with the assumptions made about her?

To counteract these assumptions, Haley worked harder in her studies, actively participating and demonstrating her capabilities to be seen as a valuable group member.

What research findings did Haley present regarding cultural diversity in the workplace?

Haley referenced a McKinsey study showing that companies with higher ethnic diversity are 35% more likely to achieve financial returns above their competitors.

What is the 'bamboo ceiling' as described in the transcript?

The 'bamboo ceiling' refers to the barriers that individuals with Asian backgrounds face in Western workplaces, particularly concerning career advancement.

What does Haley suggest about the treatment of cultural minorities in the workplace?

Haley suggests that cultural minorities often feel pressure to conform to Western norms, which can hinder their success and the overall benefits of diversity.

What is the significance of authentic conversations about diversity according to Haley?

Haley emphasizes that authentic conversations are crucial for understanding the real barriers faced by cultural minorities, enabling organizations to foster true inclusion.

How does Haley feel about her own actions in managing others' expectations?

Haley feels guilty about how she adjusted her behavior to fit in and manage others' expectations, as it may reinforce the barriers that exist for cultural minorities.

What is Haley's vision for the future regarding diversity and inclusion?

Haley envisions a future where workplaces embrace diversity fully, allowing individuals to bring their whole selves to work, benefiting both the organization and the next generation.