I grew up in a Confucian household in Korea where my grandmother often said, “Men should stay out of the kitchen.” After serving in the military and working in male-dominated environments, my ability to lead was shaped by a macho culture that I, too, became a part of. At the time, the concept of ‘diversity’ was unfamiliar to me, and I had little interest in it. However, my hobby of studying Japanese sparked an interest in globalization, eventually leading me to a job in Japan.
Hired For My Unique Perspectives, but Feeling Pressure To Conform
This new environment redefined my understanding of diversity. Working with colleagues from various nationalities, I grasped its true meaning for the first time. Yet, during this process, I encountered a major challenge. Like Korea had its traditions, Japan, too, had its own traditional culture, which limited how diverse voices were heard in my company. I was hired as part of a diversity initiative, but initially, I found myself assimilating into the homogeneous culture of the company rather than being valued for my unique background. As a foreign employee fluent in the Japanese language and familiar with the culture, I focused on blending into the organization’s expectations for uniformity, which meant that the distinctive qualities of my diverse background were not recognized. Only my proactive approach was valued. This made me realize that Japan’s majority culture, much like my own, was also limited in its ability to embrace true diversity. Coming to this realization sparked my desire to explore the true meaning of diversity.
A New Experience: Conscious, Active Dedication to DEI
Looking for new ways to connect, I decided to take part in a venture company challenge at work, which led me to connect with Learning Cycle, a media company promoting DEI. Working with a diverse, multinational team deeply shaped my understanding of DEI in the workplace. I began connecting diversity, equity, and inclusion with real work, which allowed me to realize that my personal values could grow and evolve by learning to respect different backgrounds. In particular, I reconsidered my position as a ‘minority’ in Japan. This experience was a turning point in my growth.
Attending weekly DEI seminars and events at Learning Cycle further deepened my understanding of the challenges minorities face. I realized that for us to live authentically, mutual understanding and effort from both the majority and minority are necessary. This shift in awareness marked my first step toward becoming an inclusive leader.
With my new perspective, I made a greater effort to understand Japan’s specific diversity issues. In Japan, DEI discussions often center on the gender gap, with many women striving for equal rights. However, a common challenge is the lack of understanding from the majority (men). Dismissive remarks like “Women are already active, aren’t they?” cause frustration, and I’ve seen empowerment efforts reduced to numerical achievements when not backed by genuine belief. True empowerment requires not just women’s efforts but also the commitment of the majority, including men in leadership.
After reflecting on my own views on diversity, I’ve learned to focus on ‘equity at home.’ Change starts within the family before it can influence workplaces or society. My perceptions, biases, and actions toward my mother, wife, and sister shape my broader perspective. Taking initiative in household chores has naturally shifted my views on gender roles, bringing greater happiness to my beloved family.
My Diversity Mindset Will Forever Grow and Change
DEI is an ongoing journey, not just a short-term goal. Soon, I will return to my original organization, but I will return not as the person I once was but as a new person armed with the knowledge that DEI should be a cultural norm, not just a policy. I want to help create an environment where minorities, such as young employees and foreigners, can thrive. My focus will be on driving inclusive cultural transformation from both the bottom up and the top down.
As a bridge between diversity and technology, my desire to become a ‘DEI evangelist’ has grown stronger. Moving forward, I want to embrace even more perspectives, take on new challenges, and understand diverse opinions. Contributing to ‘opinion diversity’ in both society and organizations has become an important goal of mine.
This article was written by a guest contributor, M. Woo
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