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Here’s a thought: what if your next big innovation, the one that changes everything, is currently being ignored because it doesn’t look like you expected? That’s the reality for most companies overlooking bicultural talent—people who’ve mastered navigating two or more cultures like it’s second nature. They’re more than employees; they’re walking strategy upgrades.
We had the chance to speak with Kemo Camara, the founder of Omek, about this overlooked ‘superpower’. Omek exists to empower bicultural professionals—particularly those of African descent—to claim their space in leadership. Kemo’s perspective?
Biculturalism isn’t just a resume bullet point; it’s the secret weapon most companies are too shortsighted to recognise.
What Makes Bicultural Talent a Superpower?
It’s simple: bicultural employees don’t just ‘exist’ in multiple cultural worlds—they thrive there. This isn’t about token diversity hires or ‘international experience.’ It’s about innate abilities that mono-cultural employees can’t touch:
- Empathy as a Default Setting
Bicultural employees have spent their lives adapting, reading the room, and navigating unspoken rules. They’re the ones who notice what everyone else misses. - Cultural Intelligence
They don’t need a workshop on global awareness. They’ve been living it. Want someone who can handle a global team? This is your hire. - Out-of-the-Box Thinking
Being fluent in multiple cultural perspectives means they approach problems from angles others wouldn’t even consider.
Why You’re Probably Getting it Wrong
Most companies treat biculturalism like a bonus, not a core strength. Worse, they confuse ethnicity with cultural competence, assuming someone’s heritage automatically equips them to bridge gaps. Newsflash: it doesn’t.
Kemo shared a case study about a Chinese American manager sent to lead a multicultural team in Singapore. On paper, she looked perfect for the job. In practice, a disaster. High turnover, misaligned management style, and cultural misunderstandings. This is because cultural knowledge isn’t enough—intercultural competence is key.
What Companies Should be Doing (But probably aren’t)
If you want to stop wasting potential, here’s the framework:
- Stop Treating Bicultural Employees Like Everyone Else
Recognise their unique abilities and stop expecting them to ‘fit in’ to systems built without them in mind. - Create Actual Belonging
Bicultural employees don’t need generic DEI initiatives—they need workplaces where their identities are celebrated, not suppressed. - Collaborate Smarter
Find organisations like Omek that specialise in empowering bicultural professionals. They exist; you’re just not paying attention. - Give Them Power
Don’t just hire bicultural talent and expect magic. Let them lead. Give them the autonomy to shape solutions and strategies.
Biculturalism Isn’t a Trend – It’s a Competitive edge
The truth is, if your company isn’t leveraging bicultural talent, someone else is. Research proves it:
Bicultural talent boosts team collaboration and reduces conflict: Multicultural individuals act as cultural “bridges,” reducing “us versus them” thinking in diverse teams. This leads to fewer cultural conflicts and more seamless collaboration. Bicultural employees also bring 35% more creative solutions owing to their ability to integrate diverse perspectives effectively, making them less prone to groupthink (sources: IESE Blogs | X-Culture).
Higher adaptability in global teams: Teams with bicultural members perform better in global virtual settings, improving report quality by up to 20% and ensuring stronger integration of diverse team contributions. This adaptability stems from heightened cultural intelligence and better negotiation skills, enabling bicultural professionals to align cross-cultural viewpoints effectively (Sources: IESE Blogs | X-Culture).
Innovation and Creativity: Diverse teams produce 19% more innovative revenue owing to the variety of perspectives they offer. Multicultural teams, including bicultural employees, outperform monocultural teams on creative tasks by 20-30%. Their broader range of perspectives fosters more original and effective solutions (Sources: The Culture Mastery | Oxford Academic)
Bicultural employees are better at navigating global teams, solving complex problems, and driving innovation.
Bicultural talent isn’t the cherry on top—it’s quite literally the foundation of a workforce ready for what’s next. So, stop waiting for someone to spell it out for you. Recognise, empower, and maximise the potential sitting right under your nose.
