Fostering Inclusion for Your Asian American & Pacific Islander Employees

You likely already know that May is Asian American and Pacific Islander (AAPI) Heritage Month. Twenty-four million people in the US identify as Asian, according to the 2020 US Census, and Chinese, Indian, Filipino, Vietnamese, Korean, Japanese, Native Hawaiian, Samoan, and Chamorro (a non-exhaustive list of the celebrated groups) people, taken together, are the most rapidly growing racial group in the country. Since the late 1970s, this month has been a time to celebrate and honor those who identify as Asian Pacific American.

A month of celebration is great, but it’s just the tip of the inclusion iceberg. Research from Deloitte shows that while 71% of organizations attempt to foster a diverse and inclusive environment for all employees…only 11% actually do so.

71% of organizations attempt to foster a diverse and inclusive environment for all employees - only 11% actually do

To address these real challenges, we have compiled a starter list of ways to bring a more inclusive lens to your workplace during AAPI Heritage month - and every month thereafter.

1) Goal-Set With Intention

When organizations set goals that are “DEIB-focused,” they often resort to measures that are not so much furthering inclusion as fostering tokenism. The difference between the two is that tokenism is often a number tacked on to a goal, such as, “X% of our leaders will identify as Asian American,” while inclusion authentically shares power. If the people you’re working to include won’t have a real voice in decision-making processes, then your goal isn’t going to result in change.

When goal setting for your organization, ask yourself if setting the goal will achieve real progress for your company and the people you’re attempting to include and uplift. Ask, “What barrier am I eliminating?” with this goal. Another great goal-setting question for inclusion: “What capacity am I building in folks?”

2) Learn the History

Asians have lived in North America beginning as early as 15,000 years ago, when they migrated to this continent through a theorized land bridge between Asia and North America. Sixteenth century Filipinos immigrated to North America in 1763 when escaping forced labor and enslavement by Spaniards. During the gold rush in the 1850s, Chinese immigrants came to the West Coast and provided labor for gold mines and the transcontinental railroad.

Despite the stereotype that they are “perpetual foreigners,” Asians have been part of the American diaspora for a very long time - and have endured Anti-Asian racism the whole time. From the Chinese Exclusion Act of 1882, which banned Chinese immigration, to internment camps for people of Japanese descent in the 1940s, to modern-day racism following the origins of the COVID—19 pandemic, Asian Americans have been made to feel unwelcome. Learning their history and story is the first small step in doing better.

3) Think Bigger

The highly diverse group of people that are Asian American includes more than 20 different cultures with many different languages and religions. It also encompasses people ranging from refugees to fifth-generation Americans. Asian Americans also have the highest income inequity among races, with Asians in the bottom 10% of earners making 10.7 times less than those in the top 10%.

Talking about this wide-ranging group as one is challenging, and will inevitably not capture the experience of a vast amount of its members. In addition, assuming the issues that matter to all Asians is problematic. Higher-income Asian Americans may prefer to focus on issues of representation and diversity, while those from lower-income backgrounds may be more interested in great healthcare. Be mindful of not over-simplifying as you consider the needs of your AAPI employees.

4) Talk About Real Issues of Power & Inequity

Your employees do not exist only at work, separately from the world. That means it’s incredibly important to acknowledge how world and country events may impact your employees - and talk about that. Stay silent about issues impacting Asian Americans, such as persistent hate-crimes against members of this group, and you are implicitly saying that these issues don’t matter to you as a manager.

Every environment and employee is different, but allowing regular space (at team meetings, at 1:1 check-ins), for people to bring their thoughts, concerns, and ideas about what’s happening outside your workspace is vital. Modelling this yourself by sharing your imperfect, but authentic, thoughts with staff during times of challenge will show that these issues matter to your entire work community, not just those from marginalized communities.

The Truth

Fostering an environment of Diversity, Equity, Inclusion, and Belonging is a lifelong quest - for organizations and the people within them.

You can’t change everything overnight, and you don’t have to change everything alone. Read, learn, and empower yourself with strategies to address issues of inequity at your organization. Agile Talent can help.