Photo by Christina Wocintechchat
Nearly 3,800 hate incidents have been reported against Asian-American and Pacific Islanders (AAPI) nationwide over the last year from verbal harassment to shunning and even workplace discrimination. A combination of entitlement, misogyny, and white supremacy resulted in the fatal shootings of eight people in Atlanta–six of them Asian women. As our country heals from a global pandemic, we continue to grapple with racism fueled by xenophobia–the fear and prejudice against people of another country or perceived to be foreign. The pandemic has had an overwhelming impact on the lives of women as well, and the events in Atlanta demonstrate that the intersection of misogyny and white supremacy is a dangerous and underestimated component of extremism.
As we begin to enter a post-pandemic world, we must take a stand against racial discrimination and xenophobia. Here are 5 steps your organization can take now to better support Asian American colleagues:
1. Openly condemn violence and xenophobia.
Making a statement openly condemning the recent events in Atlanta and the increased violence towards the Asian American community will help raise awareness about the issue and demonstrate your organization's solidarity with the AAPI community. It can also reassure employees that your organization is committed to fostering a safe space for Asian American employees. Consider including a list of organizations to donate to that support the AAPI community as well as a list of mental health resources that can support Asian American employees impacted by the violence, like the Asian Mental Health Collective.
2. Educate employees by having conversations about racism.
In order to reduce bias and eliminate discriminatory behavior, educate employees at all levels about xenophobia and racism—what it is, how it shows up in the workplace, and ways it can and should be addressed. Let all employees know that a conversation will take place, have the right people and resources in place to guide the conversation, define what allyship looks like, and encourage people to advocate for colleagues who may be experiencing discriminatory behavior.
3. Confront the model minority myth.
The model minority myth credits Asian success to a greater work ethic than other minorities, which perpetuates bias and microaggressions in the workplace. The myth not only downplays the systemic racism Asian Americans face, but also drives a wedge between Asian Americans and those with other marginalized identities. Facilitate conversations with managers and other organizational leaders to confront these biases and identify ways to build inclusion and belonging.
4. Share feedback in a timely manner.
It’s important to give feedback and call out poor behavior immediately to help people understand the impact of their words and/or actions. Clearly define what is unacceptable in the moment and let them know that all employees are responsible for promoting a safe and inclusive workplace.
5. Promote systems change outside of your organization.
In order to build a more equitable future, we need to support organizations and advocacy groups that are raising visibility and awareness for the AAPI community. Donating to, utilizing resources from, and getting involved with advocacy groups like Stop AAPI Hate, Asian Americans Advancing Justice, and AAPI Women Lead will help build empathy in your organization. Additionally, establishing a supplier diversity program to incorporate more women-owned and BIPOC owned businesses can create more inclusive economic opportunities while helping your organization achieve long-term growth and gain a competitive advantage.
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