By guest author, Michelle Nguyen.
If you’ve seen someone checking your ticket at the Stadium in Palmerston North NZ, serving you at a Japanese restaurant in the city, or leading a waste team at an event in The Square, chances are, that was me. I work multiple part-time jobs to keep learning and growing.
I arrived in New Zealand as an international student in 2022 from Vietnam, Binh Duong province in particular, one of the top five fastest growing cities in Vietnam and entered work-life here last year.
However, despite a great education, positive references and good local experience, I’ve struggled to find a permanent job since completing my studies. I wonder why.
Let me pose a question, especially if you’re a manager or recruiter looking for a good new hire – “Have you ever hesitated to contact someone for an interview because their name didn’t sound familiar?” Or perhaps thought, "They might not fit into our team culture … without really knowing them?”
These are things many of us don’t mean to do - but they happen. That’s unconscious bias. And for people like me - migrant workers and job seekers - those split-second assumptions can become invisible walls.
Growing up, my mum taught me, “If your first 20 or 30 years are easy, the rest will be hard.” Her point? Work hard now. Don’t wait for luck. That mindset has stuck with me since I was a little girl.
When I got here, I studied hard. And outside of class, I volunteered — a lot.
While studying full-time, I committed to three organisations, with the Manawatu Young Chamber being one of them, and volunteered at student clubs, and city events.
I wanted to learn how people communicate, how feedback is given, and what “fitting in” might look like.
I also shared my culture, simple things like bringing Vietnamese coffee to board meetings, to start conversations and create connections.
One thing that helped me along the way was discovering how Vietnamese and Māori cultures share beautiful similarities — like the emphasis on whānau or extended family and respect for elders.
These experiences made me feel more confident. I thought I was ready.
Then came the real test: job hunting. And applying. And applying. And applying.
Despite having good grades, skills and local experience, I barely got interviews. It felt like something invisible was holding me back… but I couldn’t see what.
I started to wonder: Was I seen as "too young"? Did people think my English wasn’t good enough? Or was it something else I couldn’t see?
It was very frustrating. Because unconscious bias doesn’t always shout - It whispers.
Still, I didn’t give up. I leaned on my networks, said, “Yes” to small opportunities, and kept showing up.
Then things started to feel different when I joined a local sustainability consulting company, Precycle NZ, that values people for their attitude, potential, and culture. For example, after one diversity event, my employer came up to me and asked, "So when is Vietnam’s National Day? Let’s celebrate - with some Vietnamese food!"
I made Vietnamese iced coffee and traditional pancakes. And this time, the whole team tried it … and loved it. Now the coffee requests won’t stop coming. "Michelle, when’s the next coffee drop?"
On another day, my manager even invited myself and another international classmate to a restaurant that served food from our home countries.
These are small gestures. But so powerful in making me feel appreciated.
Still, there were times I felt excluded in conversations - like when people joked about Western entertainment or made references I didn’t understand. I wish someone had taken a second to explain - so I could laugh with them too.
So … what can employers do to make workplaces more welcoming?
It doesn’t have to be big or complicated. Sometimes, the most powerful changes are simple. Things that I’ve thought of that could help:
- Include a "Cultural Welcome" in staff onboarding. Even just a five-minute “Did you know?” moments can go a long way. Encourage new staff to share a fun fact about their culture and invite them to ask about their team members' cultures too. This sets a tone of mutual curiosity and respect, and sends a clear message from day one, ‘Your culture matters here’.
- Second, rotate Lunch Hosts. Let staff take turns choosing a lunch spot or sharing a favourite dish from their background. Food is one of the best connectors between people. It opens doors to culture, stories, and shared laughter.
- Third, include others in jokes and references. If someone looks confused, don’t ignore it. Something like, "That was a Kiwi joke — let me explain”. You’re not killing the vibe - you’re inviting others in.
And when it comes to interviews, yes, experience often comes with age and that’s valuable. But being young doesn’t mean being incapable. That bit of youth brings fresh perspectives, quick learning ability, and a new kind of energy that can revitalise your team and even innovate how things are done.
Similarly, hiring someone from an international background adds more than just diversity — it brings cross-cultural insights that can help your business stay connected and competitive beyond a single market.
Inclusion isn’t something we tick off - It’s something we build together, one moment at a time. Remember, unconscious bias doesn’t always shout - It whispers.