At a recent HR summit, it was keynote speaker Kobi Ampoma who truly captivated the audience with his insightful presentation on the evolving landscape of diversity.

Kobi introduced the concept of the ‘Bi-cultural’ sphere, highlighting its untapped potential and defining what this emerging term means for our modern workplaces. He was incredibly articulate on a topic that has received little attention in the US

So, what exactly is bi-culturalism?

Bi-culturalism refers to the ability to understand and integrate two or more distinct cultural identities. Bi-cultural individuals can be categorized into two groups: those who are bi-cultural by birth and those who have undergone acculturation.

Bi-cultural individuals navigate and identify with multiple cultures, embodying the intersection of diverse cultural experiences.

Other related concepts include:

– Multiculturalism: Experiencing multiple cultures.

– Third Culture: Adopting a new culture due to relocation by a parent or guardian.

– Biracial: Having parents from two different races.

– Hyphenated: Individuals of migrant descent, e.g., Irish-American or Italian-American.

– Double Consciousness: Balancing cultural heritage with upbringing in a dominant society.

Despite its lack of exploration, data suggests that 48% of Generation Z identify with a cultural minority, and by 2030, the US workforce will welcome 13 million second-generation bi-cultural individuals. In Amsterdam, Kobi’s hometown, over half the population identifies as bi-cultural.

Bi-cultural identity involves the integration of mainstream and ethnic cultures, moving away from feelings of non-belonging and towards finding complementary identities that span across cultures.

From a recruitment perspective, bi-cultural candidates offer broad perspectives, resilience, creativity, empathy, and a strong sense of community and purpose, enhancing workplace diversity and inclusivity.

Embracing bi-culturalism in the workplace leads to improved communication, inclusivity, and access to a wealth of cognitive and cultural capabilities. Competence in this area is rooted in professional efficiency, social efficacy, and cultural intelligence.

As we delve deeper into the significance of bi-culturalism, it’s crucial for the recruitment industry to evolve beyond terms like “BAME” and embrace a more comprehensive understanding of diversity that includes not only ethnicity but also invisible disabilities and bi-cultural heritage, positioning organizations as facilitators for this culturally significant evolution.