Understanding, using and living cultural diversity – follow-up report on the Diversity & Inclusion working group

Understanding and using cultural diversity

Language shapes the way we think – and therefore also the way we process information. When people from different cultural backgrounds come together, they therefore also bring different “thinking styles” with them. Communication styles also differ considerably: an “I will do my very best” in response to the question “Can you do it by Friday?” is considered a commitment in Germany, whereas in India or Malaysia it means a polite “no”.

Communication is much more than just spoken words: around 85% is non-verbal – gestures, facial expressions and nuances differ from culture to culture. For everyday working life, this means that misunderstandings are almost inevitable, but can be significantly reduced through knowledge, practice and openness. Small gestures, appreciation and an awareness of different “filters” in the mind help to build bridges.

In Taiwan, for example, it is important to avoid direct confrontation. Statements are formulated in a more “flowery” way and yes/no questions often do not lead to the desired result, as a direct “no” is avoided. Another example: In many East Asian cultures, restraint in self-presentation is common. Ideas are rarely presented offensively, even if they are valuable in terms of content – often only when they are backed up by data. In Western-style contexts, managers must therefore consciously create spaces or ask specific questions in order to incorporate these perspectives.

Picture 2: Annegret Pille-Hentschel (CrossWorld BRIDGES) – gave practical insights into intercultural communication and how misunderstandings between East and West can be avoided.

Practical tips from business practice

The importance of clear agreements and transparent roles in international teams was emphasized several times. Written responsibilities or meeting rules can help to avoid frictional losses. Even direct criticism, which is common in Germany, should be formulated in a positive and appreciative manner to prevent loss of face – especially when working with East Asian cultures.

Valuable tips were also provided by the participants: For example, the principle of “assume positive intent” – i.e. assuming good intentions – can help to deal with communicative stumbling blocks in a more relaxed manner. At the same time, intercultural cooperation only works if both sides are willing to approach each other. Loyalty, a core value in many East Asian cultures, can also be strengthened through shared experiences and team spirit. AI tools such as ChatGPT can help to formulate communication in a culturally appropriate way – for example when creating emails.

Picture 3: Carsten König (DAS Environmental Expert) – presented how cultural diversity is actively promoted in the company and successfully practised through clear structures.

Conclusion

The exchange made it clear: cultural diversity requires openness, empathy and sometimes a little practice – but offers enormous potential. Different perspectives enrich teams, create innovation and strengthen collaboration. In short: cultural diversity is not a risk, but a resource.

We would like to thank our speakers Prof. Shu-Chen Li (STAGE & TU Dresden), Annegret Pille-Hentschel (CrossWorld BRIDGES) and Carsten König (DAS Environmental Expert) as well as Applied Materials for their hospitality. And of course to the 35 participants who brought the working group to life with their questions and experiences.

Further links

👉Sächsisch-Taiwanesische Gesellschaft (STAGE) e.V. 
👉CrossWorld BRIDGES
👉DAS Environmental Expert 
👉Arbeitskreis Diversity & Inclusion