From Dragons' Den to Your Desk: How to Address Cultural Appropriation at Work
What Happened on Dragons' Den with Boba Tea and Cultural Appropriation?
Tensions arose on a recent Dragons' Den episode when guest Dragon Simu Liu raised concerns about cultural appropriation in a pitch from Quebec-based bubble tea brand Bobba. Co-founder Jess Frenette described bubble tea, a Taiwanese drink, as a "trendy, sugary drink" with unclear ingredients. Liu, personally connected to its cultural roots, challenged this characterization, saying, "I am quite sure about its contents, but continue."
Frenette and their partner Sebastien Fiset pitched their version as healthier and more convenient, with Fiset adding, "But it's not an ethical product anymore." He claimed they had transformed the "Asian version" of bubble tea. Liu pushed back, saying, "There's an issue of cultural appropriation—taking something distinctly Asian and, quote unquote, making it better, which I have an issue with."
ID: The image shows Simu Liu, seated and speaking during an episode of Dragons' Den. He is wearing a beige blazer and a white shirt, gesturing with his hand as he makes a point. His facial expression appears engaged and thoughtful. In the blurred background, another Dragons' Den panelist, a woman with wavy brown hair, is seen holding a pen, also focused on the conversation. The setting suggests a professional, high-stakes business pitch scenario typical of the show. The CBC logo is visible in the upper left corner.
What Does This Have to Do with the Workplace?
What does this interaction have to do with the workplace? Although it played out on a television screen, this was also a workplace scenario for Simu Liu. We saw Liu attempt to address the cultural appropriation of bubble tea in a professional setting, only to face resistance. Just as in any workplace, employees can encounter similar pushback when they speak out against cultural appropriation. The tension between Liu and his co-hosts mirrors what many employees experience when confronting these sensitive issues—moments of being dismissed, ignored or misunderstood by colleagues.
Simu's Approach: What He Did Well and Types of Resistance Encountered
Simu Liu modeled an effective approach to addressing cultural appropriation by speaking up at the right moment to highlight bubble tea's cultural significance, rather than letting it be reduced to a health trend. He maintained a thoughtful tone, aiming to educate rather than accuse. However, Liu faced several forms of resistance:
Dismissal: Co-host Vincenzo Guzzo quickly shifted the conversation, stating it wasn’t about culture but business, attempting to shut down the dialogue.
Defensiveness: The founders responded by focusing on their good intentions rather than the impact of their actions, a common reaction when people feel accused.
Silence: Some colleagues ignored the concern entirely, avoiding engagement.
Minimization: Manjit Minhas downplayed Liu's concerns by reframing the conversation as one about innovation, arguing, "There can be new takes on things."
Tone Policing: Another host suggested Liu was being "a little too heavy" for a business pitch, discouraging deeper discussions.
These forms of resistance—dismissal, defensiveness, silence, minimization, and tone policing—are common in workplace conversations about cultural appropriation, making it difficult for employees to raise concerns.
What is Cultural Appropriation?
Cultural appropriation occurs when members of a dominant culture adopt elements of a historically marginalized culture, often without understanding or respecting their significance. This can lead to commercialization, exploitation, or misrepresentation of the culture. A notable example is when Kim Kardashian named her shapewear brand "Kimono," sparking backlash for appropriating a traditional Japanese garment with deep cultural significance. Under public pressure, she changed the name to Skims. Appropriation can feel harmful, as it reduces meaningful cultural symbols to trends, stripping them of their original importance.
5 Ways to Address Cultural Appropriation at Work:
Here are five ways employees can address cultural appropriation when they encounter it in the workplace, along with practical scenarios and scripts:
Educate Yourself and Others Research the cultural significance behind symbols, products, or language being used and share that knowledge with your colleagues.
Example: If a fashion company proposes using Indigenous patterns in a new collection, you could ask, "Have we consulted with any Indigenous groups about the significance of these designs? We should make sure we're not unintentionally appropriating.
Speak Up Early During Product Development or Marketing Discussions Raise concerns during early stages of product or marketing strategy.
Scenario: In a retail meeting where a product line borrows heavily from another culture, you might say: "It seems like this product draws from traditional Japanese designs. Should we reach out to someone with expertise in this area to ensure we're respectful in how we present it?"
Advocate for Cultural Sensitivity Training Suggest implementing cultural sensitivity workshops at your workplace to raise awareness about appropriation. This is especially useful in industries like fashion, retail, or media where cultural elements are often incorporated into business strategies.
Example: If you work in a fashion company that's repeatedly using designs from historically marginalized cultures, advocate by saying, "It might be helpful for our team to undergo training so we can be more aware of cultural appropriation and how to avoid it."
Call In, Not Out When addressing cultural appropriation at work, aim to start a private, respectful conversation instead of publicly calling out the issue.
Scenario: If a colleague uses AAVE without understanding its context, you could approach them privately: "I noticed you used that phrase—it's actually a part of African American Vernacular English. I wanted to point it out because we should be careful about using language from a culture if we're not part of it or fully understand its origins."
Support Historically Marginalized Voices: Leverage your privilege to support colleagues from historically marginalized groups when they call out appropriation. Offer to amplify their voices and help them navigate pushback from management or peers.
Scenario: If a co-worker raises concerns about cultural appropriation in a product, and the team dismisses them, step in: "What they're saying is really important, and we need to think about this more carefully. It's about respect, not just business strategy."
Why It's Important to Address Cultural Appropriation
Addressing cultural appropriation is essential for fostering an inclusive, respectful workplace. When appropriation goes unchallenged, it perpetuates harmful stereotypes and disrespect, alienating both employees and customers. Companies that are mindful of cultural appropriation can build trust with diverse communities and create products or campaigns that are both successful and ethical. By tackling these issues, we ensure that cultural representation is done with care, respect, and consideration.