Category: Global Work & Culture

  • Shutdown and Sombreros

    Shutdown and Sombreros

    I’ve lived in Mexico for some years now. In that time, I’ve seen maybe three sombreros worn by actual people: on a couple of mariachi musicians, possibly one on a tourist at Cancun airport (though I can’t be certain), and that’s it. Three sombreros. Total. I probably should get out more.

    Meanwhile, despite my best efforts to confuse whatever algorithm that is feeding me, I’ve watched 20+ American politicians get digitally crowned with sombreros this past week alone. The U.S. government has shut down again, and apparently, the height of political commentary is slapping a sombrero sticker on a politician’s head and calling it done.

    I see more sombrero content from the US than I’ve seen actual sombreros here in Mexico.

    This idea led me to verify my suspicion with an AI. After some back and forth, the AI estimated that roughly 0.08% of Mexico’s population wears sombreros with any regularity (obviously, I have not found any real statistics on this). That’s mariachi musicians, charros, folklórico dancers, and a handful of tourism workers. Meanwhile, American tourists arrive in hordes (an “invasion” of over 20 million in 2023), many purchasing sombreros twice the size of their torsos, declaring themselves honorary locals after two margaritas and a mariachi selfie.

    But back to the political commentary, which apparently has reached the sticker stage. Watching these modified clips made my thoughts drift to the Mexico I know. Not out of nostalgia, but because of the absurd symmetry. While the United States is stickering its democracy, Mexico exists as a cartoon in foreign imagination. And the Mexican government isn’t exactly rushing to correct this. Stereotypes sell vacation packages.

    Apart from the current misleading narrative about my home being a warzone, I believe the average American tourist views Mexico as a postcard from the 1950s: cacti, tequila, a burro resting between errands, and a man in a sombrero taking a siesta. The siesta was practical, the sombrero provided shade, and the burro was useful before pickup trucks. Practical tools became symbols of laziness. I’ve seen the same narrative in Europe about Italians and Greeks, but without the burro.

    These tourists arrive with that postcard in mind. They buy oversized sombreros, snap mariachi selfies, and go home convinced they’ve experienced “authentic Mexico.” Washington produces fake sombrero images of politicians. Cancun produces fake authentic culture for tourists. In both cases, what’s real gets edited out.

    Stereotypes are efficient “tools”. Why understand Mexico as a complex, modern country (the IMF’s 12th largest economy in the world, with tech start-ups, art collectives, environmental movements, and a dynamic cultural landscape) when a sombrero suffices? It’s the same logic behind U.S. politics: why grapple with complex policy when a ten-second clip of embarrassment will do?

    Here’s where it stops being “funny”.

    When a stereotype becomes the dominant lens, it does real damage. The “lazy Mexican,” the “romantic peasant,” the “dangerous migrant.” These aren’t just wildly inaccurate and old descriptions. They shape policies and justify border walls, trade barriers, discrimination, and countless acts of condescension disguised as help.

    It is a repetitive and familiar stereotype, a fiction that becomes the accepted reality. Most Americans buying those oversized hats don’t see the harm, nor do the local traders. It’s an inherited script of a cultural default that confuses recognition with caricature. Meanwhile, the same country that turns Mexico into a costume turns its own democracy into a costume drama.

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    A future historian piecing this together (the shutdowns, the edited videos, the deliberate cultural misunderstandings) might conclude that early 21st-century America was one big theme park. Every attraction is designed for maximum engagement, with minimal space for reflection.

    Most Americans are only looking for a better life, dignified and meaningful. They’re not getting it from established structures. Politics, media, corporations, and even community life have been reduced to entertainment, with real-world consequences that are anything but amusing. The spectacle continues, but the people living it must feel the fatigue.

    From here in Mexico, it’s both fascinating and absurd to observe. At least in Mexico, the sombrero still blocks the sun. In Washington, the only thing getting shaded is the truth.


    AI Transparency Statement
    AI tools (Claude/Anthropic, ChatGPT/OpenAI) assisted with drafting and editing this piece. All content has been thoroughly reviewed, edited, and verified by the author.

  • The Real Difference Between Expats and Immigrants (And Why It Matters)

    The Real Difference Between Expats and Immigrants (And Why It Matters)

    Picture this: Two people move to Germany for work. One is a British software engineer on a two-year contract. The other is a Syrian teacher planning to build a new life there permanently. Yet somehow, only one gets called an “expat” while the other is labeled an “immigrant.” What’s going on here?

    It Should Be Simple: Intent Makes the Difference

    The distinction between expatriate and immigrant should be straightforward: intent. Are you planning to return home eventually? You’re an expat. Are you putting down permanent roots? You’re an immigrant.

    With 304 million people now living outside their birth countries, nearly 4% of the world’s population, getting these terms right actually matters (United Nations, 2024).

    The Reality Check: It’s Not About Job Titles

    If we applied the intent-based definition consistently, a construction worker from Guatemala on a seasonal contract would be an expat, just like the Canadian marketing manager on assignment in Tokyo. Both plan to return home; both are temporarily abroad.

    Yet in common usage, the term “expat” has become an exclusive label for certain demographics. Research shows that Western professionals are far more likely to be described as expats, while people from the Global South are categorized as immigrants or migrants, regardless of their plans (Fechter & Walsh, 2010). These word choices are not neutral—they reflect deeper social hierarchies about who is seen as mobile talent and who is seen as a burden.

    The Plot Twist: Status Can Change, But Privilege Doesn’t

    Life rarely fits neat categories. My own journey illustrates the blur: after a decade as a permanent resident in Mexico—making me, by definition, an immigrant—I still take short-term humanitarian assignments abroad. That makes me both an immigrant in my home base and an expat in my work destinations.

    But here’s the key: my European passport smooths my path in ways others don’t experience. Whether I’m labeled an immigrant or an expat, my documents open doors, my professional networks remain intact, and I navigate bureaucracy with confidence born from privilege. The terminology may shift; the structural advantages don’t.

    Beyond Choice: When “Voluntary” Gets Complicated

    The expat-versus-immigrant distinction also assumes freedom of choice, but the reality is more complex. Some people move abroad for adventure or career growth, while others leave because staying isn’t viable—due to war, economic necessity, or family obligations.

    And language shapes how we perceive these journeys. For instance, the term “illegal immigrant” has no basis in international law, yet its use erases the human story behind movement and stigmatizes people whose situations are often anything but voluntary (De Genova, 2002).

    The Bigger Picture

    Words carry weight. When “expat” is reserved for white-collar professionals from wealthy countries and “immigrant” for everyone else, we reinforce a hierarchy that values some border-crossers over others.

    The good news? We can do better. If we use these terms based on intent instead of prejudice, we create room for more honest conversations about the diversity of global mobility. Getting the words right isn’t just semantics. It is about dismantling the invisible hierarchies that shape how we see people on the move.


    References

  • Cross-National Work

    Cross-National Work

    Unlocking Your Strengths in Cross-National Work

    Globalization wasn’t really designed as a playground for personal growth, but to serve capital. Trade treaties, offshore labor, and transnational mergers rarely prioritized human connection. Yet amid this architecture of profit, individuals are still asked to collaborate across borders, make decisions together, and deliver results in teams shaped by wildly different cultural expectations.

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    This tension defines modern cross-national work with individuals navigating complex cultural terrain within systems that weren’t built for nuance. And yet, this is exactly where we must find meaningful transformation. When individuals bring self-awareness, humility, and communication skills into cross-border settings, they don’t just keep projects running. They carve out small but powerful spaces where understanding, equity, and trust can take root. This often happens in spite of the system, not because of it. After all, there are rarely enough time and resources to make it happen

    When you work across borders, your unique strengths become essential tools. Maybe you’re a great listener who can pick up on subtle cultural cues, or perhaps you’re skilled at bridging communication gaps between diverse teams. Perhaps your openness to learning from others allows you to navigate unfamiliar environments with confidence.

    By recognizing and developing these personal strengths, you can turn cross-national work into an opportunity for growth. It’s about embracing curiosity, building trust despite differences, and using your skills to create connections that go beyond geographical boundaries. In doing so, you not only contribute to your team’s success but also expand your own horizons, both professionally and personally.

    Cross-National Strengths vs. Potential Pitfalls

    StrengthsPotential Problems
    Cultural Curiosity: Openness to learning about different customs and perspectives.Cultural Assumptions: Ignoring differences or relying on stereotypes can lead to misunderstandings and offense.
    Active Listening: Tuning in to verbal and non-verbal cues to fully understand others.Miscommunication: Poor listening can cause misinterpretation, frustration, and errors.
    Adaptable Communication: Adjusting style to fit cultural preferences and contexts.Rigid Communication: Insisting on one style (e.g., directness) can create conflict or disengagement.
    Building Trust: Being reliable, transparent, and consistent to foster confidence.Lack of Trust: Inconsistency or lack of follow-through erodes relationships and cooperation.
    Humility and Learning Mindset: Embracing mistakes as growth opportunities.Defensiveness: Refusing to acknowledge errors or differences can stall collaboration and damage morale.

    The Importance of a Common Strategy: Making It Stick and Grow

    While individual strengths are essential, cross-national work thrives when these efforts are aligned under a shared strategy. Developing a common strategy means agreeing on goals, communication norms, decision-making processes, and conflict resolution approaches that respect the cultural diversity of the team.

    To make this strategy stick and fester:

    • Involve Everyone in the Process: Build the strategy collaboratively so all voices are heard and ownership is shared. This increases commitment and relevance across cultures.
    • Document and Communicate Clearly: Ensure the strategy is accessible and easy to understand, using language that resonates with all team members. Reinforce it regularly in meetings and updates.
    • Embed Rituals and Practices: Use recurring check-ins, cultural sharing sessions, and feedback loops to keep the strategy alive and evolving.
    • Celebrate Small Wins: Recognize moments when the strategy has helped overcome challenges or built trust. Positive reinforcement encourages continued adherence.
    • Adapt Over Time: Be ready to revisit and revise the strategy as the team grows, learns, and encounters new contexts or challenges.

    When individuals bring their strengths together within a living, breathing common strategy, cross-national teams can move beyond managing differences to truly leveraging diversity as a source of innovation, resilience, and success.

    Thoughts and Takeaways

    Cross-national work is rich with opportunity, but it demands intentional effort and time from individuals and teams alike. By cultivating personal strengths like cultural curiosity, active listening, and adaptability, and by aligning those strengths within a shared, evolving strategy, professionals can build trust, bridge differences, and drive meaningful collaboration.

    Key takeaways to thrive in cross-national work:

    • Embrace curiosity and ask questions instead of assumptions.
    • Listen actively to both spoken words and unspoken cues.
    • Adapt your communication style to fit different cultural contexts.
    • Build trust through consistency and transparency.
    • Approach mistakes with humility and a learning mindset.
    • Develop a shared strategy collaboratively and keep it alive through ongoing communication and adaptation.

    With these practices, cross-national work becomes not only manageable but a powerful driver of personal growth and organizational success. Just be aware that it does take time.

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