Cross Cultural Networking

I hate it when powerful women remain silent in money related conversations! I have been in rooms with women who led companies, signed off on massive deals and carried influence that most only dream of. But the moment the conversation shifted to balance sheets, EBITDA and cash flow, almost everyone stayed silent. All because of years of conditioning. Growing up, money talk for women meant gold savings, grocery budgets and school fees. The bigger financial decisions like investments, insurance and retirement were handed to fathers, brothers or husbands. And that conditioning doesn’t leave easily. Even women sitting at the top often feel like outsiders in financial conversations, afraid of being dismissed or judged. This gap is about culture. When men make money mistakes, they’re told to “try again.” When women falter, they’re told they “shouldn’t have tried.” But change begins with curiosity, like asking what an unfamiliar term means, talking about investments with friends or starting a small SIP even without full confidence. Because financial knowledge is about freedom and that doesn’t wait for permission. It begins the moment women decide - money belongs to us too. Are you confident about being a part of these conversations? #culture #moneymanagement #financialliteracy #investment 

In the West, trust often begins with capability: “Show me what you can do, and I’ll believe in you.” But in Japan, it starts with character: “Let me understand who you are, then I’ll trust what you do.” At monoya, we’ve felt this difference deeply. When we first started engaging with Japanese partners, we expected our portfolio and success stories to do the talking. They didn’t. Meetings were polite but reserved. Decisions moved slowly. Then we shifted gears—less pitching, more listening. We invested in relationships. We showed up consistently. We respected silence and patience. Over time, trust started to build—not because we talked about our work, but because we shared our values. One moment that stands out: a partner told us, “What mattered wasn’t your proposal—it was how you carried yourself.” That stuck with us. In Japan, trust isn’t built in the boardroom—it’s built in the in-between moments: over dinner, during shared silences, through consistent follow-ups. It’s relational, not transactional. For global teams entering Japan, remember: trust here is earned slowly, but it’s rock-solid once it’s there. Have you experienced this cultural shift in trust-building? I’d love to hear your thoughts. #Trust #JapanBusiness #CulturalInsights #monoya #CrossCulturalLeadership

“I realised I would never truly fit in anywhere. And somehow that became my freedom.” That line was shared with me in a message recently. And I haven’t stopped thinking about it. Because if you’ve ever had to code-switch, Edit your voice to feel credible, Wear invisibility like armour just to feel safe Then you know what it means to carry the weight of belonging in rooms not built for you. Some spaces were never designed to hold your full self. They were built to reward assimilation, not authenticity. Comfort, not challenge. Sameness, not nuance. You’re celebrated when you perform. Tolerated when you comply. Questioned when you speak in your natural rhythm, or sit in your full identity. So we adjust. We become fluent in survival. But in the process we quietly forget the sound of our own truth. But then comes the turning point. You stop blaming yourself for the discomfort. And you start recognising it as misalignment. Not a signal that you’re too much But that the space was never big enough. And from that moment on, you stop bending. You start building. Three lessons About Belonging, Power and Identity: 1. Shrinking yourself to fit in doesn't keep you safe it slowly teaches you to abandon yourself. Every time you dilute your essence to feel “professional,” you trade inner peace for outward approval. And the most dangerous part? You start to believe that who you are is too much. 2.Some rooms weren’t made for you because they were never challenged by someone like you. If your presence feels like pressure, if your ideas feel disruptive, that doesn’t mean you’re the problem. It often means your truth is confronting their comfort. Stay rooted. 3.Visibility means nothing without voice. It’s not enough to be seen. You must also be heard. And not just when your perspective aligns with the majority but especially when it doesn’t. So what do we do with all of this? Here’s what I’ve learned and still practise: Practical Shifts (for those tired of negotiating their identity): 1. Build inner belonging before seeking external validation. Know who you are clearly, deeply so that no space gets to define you by what it cannot understand. Let your self-trust lead the way. 2. Learn to speak from your centre, not from strategy. You don’t need the “perfect tone” to be effective. You need to speak from clarity not fear. The right people will hear you. The rest will adjust or move. 3. Let your presence educate the room. You don’t always have to explain. Sometimes, your mere presence is a disruption. That is the lesson. Don’t shrink from it. 4. Redefine impact on your own terms. You’re not here to be liked. You’re here to be useful, honest, and aligned. There’s a big difference between being impressive and being impactful. Choose the latter. You were never too much. You were simply full in a world that still prefers pieces. Have you stopped shrinking yet? Or are you still editing your brilliance to feel acceptable?

White Manager: “You seem…hostile today. You were silent in today’s meeting.” Me (aka the only Black woman in the predominantly white team): “Really? I smiled throughout that meeting - I am completely fine.” White Manager: “Yes but you didn’t seem…engaged. If you want to leave the team, just let me know.” Me: “I was listening and reflecting on what others had said. I also have not said anything to anyone about wanting to leave the team. Thank you for your concern, however I am curious as to why I am the only one having this meeting with you? Other colleagues were silent in the meeting.” White Manager: “Well, your silence was the only one that stood out to me.” Me: “What is the reason for that?” …Insert no response from white manager. Introversion in Black women is often weaponised against us in workplaces, especially in predominantly white workplaces. There is usually a one-dimensional expectation for Black women to be ‘extroverted’ in the workplace, with anything contrary to that being seen as ‘unfriendliness’, ‘disengagement’, ‘anger’ and ‘rudeness’. These misperceptions highly impact leadership decisions about Black women at work and, consequently, can have adverse impacts on our careers. Rene Germain rightly states, “Black women are not a monolith. People need to let go of their assumptions around what they expect us to be because this is how a working environment where Black women can feel safe and conformable to be themselves will be created.” 📸 Image from Rene’s article ‘Why we need to embrace introverted Black women in the workplace’ (Link to article in the comments) #BlackWomenAtWork #HypervisibilityAndInvisibility #Misogynoir #SystemicChange

I've often said that "there is no weapon that matches the tears of white women in the workplace." This observation comes from witnessing how these tears have systematically stripped away not only the dignity of Black women and women of color, but how they've devastated our professional lives and livelihoods. I could fill volumes with these stories, enough to rival Tolstoy, but the emotional labor of recounting them is too heavy a burden. So instead, I simply implore white women: please stop this practice. Please. 🙏🏾 You cannot claim allyship while simultaneously deploying waterworks because Black women simply exist in professional spaces. I say "exist" deliberately because I recall a meeting where I didn't utter a single word, yet afterwards, a white woman on the leadership team tearfully reported to the Managing Director that my silence was "intimidating" her. 🫠 This was no misunderstanding as she knew exactly what she was doing. As if the existing power dynamics weren't already sufficiently marginalizing, she was strategically attempting to remove me from the company entirely. Her reason? I didn't "rock with her." I performed my role with excellence, which she found threatening, so she weaponized her tears, knowing no defense I could offer would counteract her performance of phantom fragility. For Black women and women of color, this creates an impossible burden of perpetual hypervigilance. We carefully modulate our tone, facial expressions, and even our silence, knowing any aspect of our presence might be weaponized against us. Navigating these dynamics requires relentless emotional labor. We enter meetings having strategized not just about our professional contributions but also about how to exist without triggering defensive tears that can derail our careers. We constantly translate ourselves, softening edges that aren't actually sharp and apologizing for directness that would be celebrated in others. 😮💨 To white women who genuinely wish to dismantle these harmful patterns: we need active allyship, not performative fragility. We need you to recognize when tears become weapons. We need you to hold other white women accountable when you witness this behavior. And sometimes, honestly speaking - we simply need professional space to work without navigating the minefield of your eggshell emotions.🤷🏾♀️ Unless you're prepared to be genuine allies in dismantling these power dynamics, we just need you to let us do our jobs without the burden of managing your feelings alongside our own professional responsibilities. Our excellence is not a threat to you. Our presence is not an aggression. Our success does not come at your expense. The sooner this is understood and accepted, the healthier our workplaces will become for everyone. AA✨

A month ago I was with IMD #EMBAs in Japan on program about resilience, where conversations about #population_decline seem to be everywhere. The country's fertility rate has plummeted to just 1.15 (2024) children per woman, one of the lowest in the world. It’s been declining since the 1970s. But here's what's fascinating: #fertility rates had decreased in Japan much more than Sweden for the same period. Why? New research (May 2025) by Nobel laureate economist Claudia Goldin reveals something counterintuitive: the #speed of #economic_development matters more than the level of #wealth. Japan experienced explosive economic growth from the 1960-80s. Per capita income quadrupled in just two decades. But here's the catch, #social_norms couldn't keep pace with economic reality. The result? A #generational and #gender_conflict: • Women gained education and career opportunities rapidly • Men largely maintained traditional expectations about household roles • Today, Japanese women do 3+ hours more unpaid household work daily than men • In contrast, Swedish women do less than 1 hour more than men This isn't just about childcare policies or economic incentives. It's also about what happens in #private, when societies transform faster than cultural norms can adapt. Countries that developed more gradually (like those in Northern Europe) gave men and women time to #renegotiate #household_responsibilities. The result? Higher fertility rates even with high female employment. The lesson is clear: #economic_transformation without #social_transformation creates demographic challenges that are incredibly hard to reverse. These findings are especially meaningful in the #current_context when gender equity becomes a political fault line, workplace norms continue to reward availability over care, and traditional gender roles make a come back. Walking through Tokyo's quiet neighborhoods, you can feel this tension a modern economy built on traditional family structures that no longer work for the #families (and #women) themselves. Goldin reframes the #fertility_crisis as a #macroeconomic and #cultural challenge. It’s not about persuading women to have more babies, it’s about redesigning the world so they can. Worth reading the full paper in comments #Demographics #Japan #GenderEquality #EconomicDevelopment #SocialChange

𝑰𝒔 𝒕𝒉𝒆 𝑫𝒊𝒔𝒄𝒖𝒔𝒔𝒊𝒐𝒏 𝒐𝒇 𝑴𝒐𝒏𝒆𝒚 𝒂𝒏𝒅 𝑭𝒊𝒏𝒂𝒏𝒄𝒊𝒂𝒍 𝑴𝒂𝒏𝒂𝒈𝒆𝒎𝒆𝒏𝒕 𝑺𝒕𝒊𝒍𝒍 𝑪𝒐𝒏𝒔𝒊𝒅𝒆𝒓𝒆𝒅 𝒂 𝑻𝒂𝒃𝒐𝒐 𝑾𝒉𝒆𝒏 𝑳𝒆𝒅 𝒃𝒚 𝒂 𝑭𝒆𝒎𝒂𝒍𝒆 𝒊𝒏 𝒂 𝑹𝒆𝒍𝒂𝒕𝒊𝒐𝒏𝒔𝒉𝒊𝒑? Are you part of a female partnership and find yourself hesitating to discuss money matters? You're not alone. While society has come a long way in challenging gender stereotypes, the question remains: is discussing money and managing finances by a female still a taboo in relationships? 49% of the women in the country are either not investing at all or are unaware of their investments, this was the key finding of LXME's Women and Money Power Report 2022. 💬 Let's Talk About It: In any partnership, be it with a man, woman, or non-binary individual, financial discussions are essential. Here's why breaking the taboo is crucial: ✅Building Trust: Open conversations about money build trust and understanding, essential elements of a healthy relationship. ✅Financial Goals: Discussing finances helps align your financial goals, paving the way for a more secure future. ✅Stress Reduction: Money is often cited as a significant source of stress in relationships. Addressing financial matters can help reduce tension. ✅Empowerment: Encouraging financial discussions empowers both partners, ensuring that financial decisions are a shared responsibility. ✅Challenges Exist: Breaking taboos is never easy. Worries about appearing materialistic, conflicts due to different financial values, and concerns about vulnerability can still linger. ✅Embracing Change: To foster open discussions about money: Create a safe, non-judgmental space for these conversations. Seek financial education together to enhance your knowledge. Jointly tackle concerns and issues, working as a team. Conclusion: In a world where traditional gender roles are evolving, discussing money and managing finances should not be a taboo in female relationships. It's an essential step toward a healthier, empowered, and financially secure partnership. Last but not the least It’s very important to ask questions and learn about finances and create their own financial independence fund. ✔️Ask Questions: Don’t be afraid of asking questions from your family or anyone you think understands better finances than you. There are ample ways of learning available. ✔️Create their own financial independence fund: However small it maybe, you should have a fund of your own. Keep on adding little savings Rs 100-Rs 500 in that. If you are earning well, separate a chunk of that to have an emergency fund for yourself. Share your thoughts: Is discussing money still a taboo in your relationship? Let's start the conversation in the comments👇 #FinancialEmpowerment #GenderEquality #MoneyTalks #Relationships #WomenInFinance

After the dinner I organised between Chinese investors and Saudi officials, a Saudi advisor messaged me. "The dinner was excellent. But the Chinese laughing loudly at how the Arabs were eating hot pot was inappropriate. It could damage the partnership." I had already noticed this during dinner and quietly addressed it with the Chinese delegation. They were genuinely surprised, in Chinese culture, laughing together over food mishaps builds rapport. They thought they were being warm and inclusive. But in Arab business culture, laughing at someone's unfamiliarity with food can be read as mockery, not friendliness. Both sides had good intentions. Neither understood how the other would interpret the moment. This is why I spend so much time on cultural briefings before bringing delegations together. One moment of misunderstood laughter can undo months of relationship building. The Saudi officials remained professional throughout, and the Chinese investors sent enthusiastic follow-up messages about collaboration. To an outside observer, the dinner looked successful. But I know that trust develops or breaks in these small cultural moments, not in formal negotiations. My Saudi contact is now arranging cultural training for Chinese workers joining an Aramco project next month. We'll use this as a case study, not as criticism, but as learning. After twenty years of facilitating cross-border partnerships, I've learned that cultural intelligence determines deal success far more than financial terms. The consultants who studied the Middle East will never catch these moments. Cultural fluency comes from being in the room, reading the signals, and managing both sides in real time. Successful partnerships require someone who understands what each side actually means, not just what they say. #CrossCulturalBusiness #MiddleEastBusiness #SaudiArabia #ChinaBusiness #CulturalIntelligence #InternationalPartnerships #BusinessStrategy #GCCMarkets #DealMaking #BusinessNegotiation #GlobalBusiness #MarketEntry #BusinessLeadership #StrategicPartnerships #CulturalAwareness

🌍 The ‘Who is Afraid of Gender?’ report, created by The Queer African Youth Networking Center (QAYN), a queer feminist organization, in collaboration with Initiative Sankofa d’Afrique de l’Ouest – ISDAO, an activist-led fund, uncovers the forces behind the rise of anti-gender campaigns in Burkina Faso, Ghana, and Senegal. This study highlights the key actors mobilizing against gender inclusivity and justice, often under the banner of ‘protecting cultural values’ and ‘traditions.’ 1️⃣ Religious and Traditional Leaders: These leaders use cultural influence to frame gender inclusivity as a moral threat, stirring opposition by labeling it as culturally dangerous. 2️⃣ Political Leaders: Many political figures leverage anti-gender rhetoric for popularity, supporting policies that marginalize LGBTQ+ communities to win public approval. 3️⃣ Media: Through sensationalist stories, the media amplifies fear, presenting gender rights as ‘un-African’ or harmful to social values. 4️⃣ Civil Society: Some groups promote narrow gender views, supporting restrictive definitions of acceptable identities and roles. 5️⃣ International Allies: Foreign conservative organizations fund local anti-gender campaigns, strengthening these narratives with resources and strategic backing. 🎨 We have visually enriched the report with illustrations that capture the urgency and resilience of women, LGBTQ+ individuals, and allies pushing back against these dominant powers. The cover depicts a united front of women and queer voices asserting their rights and demanding visibility amid an oppressive climate. 🖼️ Other images throughout the report emphasize the critical need for mobilization, advocacy, and action to counteract anti-gender narratives and protect human rights. These visuals aim to inspire and empower, reinforcing the call for a peaceful, inclusive society. #artactivism #gender #change #world #narrative #artforgood #activism

One in five British men have no problem using sexist language. Only 14% feel comfortable calling it out when they hear it. Yet over 50% agree that sexist language can be hurtful. The math doesn't add up, does it? CPB London's "Double Standards" campaign exposes something we all know but rarely discuss: the casual sexism hiding in everyday language. The campaign's effectiveness is its simplicity: it shows the stark visual contrast between how we describe the same behavior in men versus women. Their research, conducted by Locaria, revealed the uncomfortable truth about why men use sexist language: → To "be funny" → To show camaraderie and bond with others → To fit in with group dynamics This isn't just about hurt feelings. Language shapes reality. When we casually use words that diminish women, we're not just being "harmlessly" inappropriate. We're reinforcing the very barriers that keep women from reaching their potential. Every "bossy" instead of "decisive." Every "emotional" instead of "passionate." Every piece of casual sexist banter that gets laughed off. It adds up to create environments where women have to work twice as hard to be taken seriously. This isn't just an English-speaking problem. Locaria confirmed that similar double standards exist across French, Arabic, German, Mandarin, Japanese, Italian, and Spanish. This is global. Systemic. Embedded in how we communicate across cultures. Their "Pledge for Positivity" asks people to: → Watch out for hidden sexism in everyday language → Create safe spaces for discussion without finger-pointing → Research the sexist phrases people around them use most → Call out sexist language with sensitivity → Recognize that "harmless banter" isn't harmless What I love about this approach: it's not about shame or blame. It's about awareness and action. Because most sexist language is used unconsciously. People genuinely don't realise the impact of their words. But once you see it, you can't unsee it. The question becomes: what are you going to do about it? Have you noticed double standards in the language used around you? What examples stand out? ♻️ Found this helpful? Repost to share with your network. ⚡ Want more content like this? Hit follow Maya Moufarek.