Sheng said if such a meeting existed it would be an excellent avenue to have such conversations because it won’t make the new person feel targeted. And any discussion can “naturally transition to talking about cultural differences”.

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“The fact that many colleagues make rude comments or jokes suggests a systemic issue that requires effort from the organisation. It indicates that a culture of mutual respect and understanding may not have been clearly conveyed to its members. These minor forms of rudeness, condescension or ostracism often seem trivial, which makes them challenging to address.”

But, Sheng said, it was important that they were addressed. Ideally, that would be done proactively, before they become a problem, through something like a staff onboarding program which emphasises cultural sensitivity. But if one doesn’t exist at your work, she suggests a much less formal approach.

“I want to suggest considering humour as a powerful tool to foster open dialogue and address sensitive issues like the one described. Humour, when used appropriately, can help break down barriers and ease tensions. Inserting some humour makes it easier to discuss cultural differences without causing discomfort,” Sheng said.

“Of course, it is crucial that such humour is inclusive and done with care and respect. Instead of targeting or ridiculing the newcomer behind their back, people who have a trusting relationship with them may consider doing some light-hearted jokes about the burping, if deemed appropriate. Often, the belief that certain topics are off-limits is a misconception, and discussing these issues openly with good intentions is the best approach.”

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