1) Can you share your experience working in Asia Pacific as a member from a different ethnicity?

Working in Asia Pacific has been fascinating, particularly in terms of how inclusion plays a role in shaping workplace culture. As a white, Western expatriate, I have encountered both positive and negative aspects related to my race and background.

In a local, Singaporean context, the ubiquitous term “angmoh” often comes to mind. For the uninitiated, this is used to describe a white person. More often than not, people use this term casually and without malicious intent.

However, I have also heard comments such as "you get away with it because you're white" or "the angmoh has already decided", which highlights the perception that as a white expatriate, I may receive preferential treatment in the workplace.

As the leader in my team, this is definitely something I am working to avoid as it may become a bone of contention within the team. My superiors, as well as my colleagues, need to be able to see me for the work I do and not give me concessions for the colour of my skin. Such preferential treatment can only create resentment and hinder true inclusion within the team.

2) In your earlier career working closely with the Universal Postal Union and leading the Asia Pacific Post Cooperative, how was your experience being a non-Asian representing the Cooperative?

In some ways, I was the best worst choice. But as someone who was of an obviously different ethnicity to the majority of the member countries within the Cooperative, my views could be more easily accepted as there is a semblance of neutrality when I’m presenting my recommendations. This is not to say that I had an easy time!

Every member is vying for the best outcomes for their own countries, so there’s a lot of finessing with policies to ensure equal representation.

3) As a leader in SingPost, what strategies do you take to encourage a sense of belonging among colleagues from diverse backgrounds?

To me, an ideal world would be one where DEI is not an issue at all. Everyone who has the capability should be given the opportunity, and a future where everyone enjoys a level playing field is one that I’m endeavouring to reach here at SingPost.

That said, we still need to be considerate to everyone’s needs - not just for the minorities but also for those who make up the bulk of the team. There's innocence, and then there’s ignorance, and to navigate this divide, we need to learn how to be politely inquisitive. This way, we can build a resilient cross-cultural understanding of each other, allowing teammates to be considerate or sensitive towards each other’s needs.

4) What qualities do you value the most when it comes to cross-cultural communications within the team? How do you bring together diversity?

I think it is important to have humility. If I, or someone, said something or tried to joke about something that is offensive or insensitive or inappropriate, we have to learn and get better. To err is human, but we need to have the presence of mind to learn and respect each other.

Another pet peeve of mine is names. Names can be difficult to pronounce in another tongue, but we need to at least try without being dismissive.

5) How do you envision the future of the workplace? What role do you believe individuals and organisations should play in shaping this future?

As a leader, promoting a sense of belonging among colleagues from diverse backgrounds is paramount to fostering a positive and inclusive work environment.

One of the key mantras I subscribe to is the belief that "People are people”. To me, gender, sex, and/or sexual orientation are all unimportant. I believe that such a mindset helps to create a culture where individuals are valued for their unique perspectives, skills, and contributions and what they can bring to the table.

In my personal capacity, this is also what I put into practice. People close to me have transitioned, or have plans to transition, and I have been supportive as they will always be my loved ones.

If we are able to accept and celebrate everyone’s differences, everything else is secondary. Questions like “why should we?” becomes “how should we?”. This is especially relevant in a multi-racial country like Singapore. How should we make the workplace welcoming to people from all walks of life, especially for someone who is a minority? It’s the small things that matter, be it ensuring that the pantry is kosher-friendly, or that there are halal and non-halal microwaves.

By improving our workplace to be sensitive to the needs of everyone, we can build a vibrantly diverse workplace where differences are not simply tolerated but celebrated.

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