We All Have Work To Do

As we move into the first weekend of Asian American, Native Hawaiian and Pacific Islander Heritage Month, I want to give us all some things to consider (and, of course, actionable insight). Yes, you have some light reading and homework for the weekend. But I promise, it will aid you in being a more inclusive leader.

Let’s start with a question: When was the last time you studied or examined the Asian American, Native Hawaiian and Pacific Islander experience? I am almost embarrassed to share that beyond celebrating Michelle Yeoh’s historic Oscar win last year and watching Ali Wong and Steven Yeun in Netflix’s “Beef,” I could not think of a time where I looked past my own experiences into those of AANHPI representation, let alone their heritage. Even as an equity advocate and inclusive leadership strategist, I find I must be intentional about rebuilding and unpacking bias. We all have work to do, me included.

Many of today’s organizations are looking to retain their current employees while growing and attracting a younger generation of potential talent. According to Johns Hopkins University, Gen Z will make up 30 percent of the U.S. workforce by 2025. And this 30 percent see inclusion as necessary within their work environments. This requirement will ideally lead leaders to adjust their current organizational conditions to represent multiple cultures and celebrate them. Doing so can provide a bridge between cultural diversity and achieving the business goal of hiring retention.

It is intentionally, radically inclusive leadership that leads to settings that are attuned to balancing social and organizational culture, supplying space whereby those with different world views can thrive together. This is what makes leading with cross-cultural understanding necessary. To do this, we must understand history. Not just the facts as they are presented but the interconnectedness of cultures that make up our collective cultural narrative.

Relying on school history or even some historical records is not enough. It simply is not sufficient to fall on the argument that you were not taught this in school. It’s giving “If it does not impact me then I don’t have to care” vibes. And as the kids say, internet search is free.

But, dear reader, your homework is not to search the internet for resources on Asian American, Native Hawaiian and Pacific Islander history. I have found some resources that can help you stay curious and engaged in understanding this month and beyond.

Each month a cultural heritage is selected for specific historical reasons. AANHPI Month is no different. Starting with a celebratory week, then expanded to a full month in 1992, May was selected in honor of the first Japanese American immigrating to the U.S. Learn more about the geography and what regions Asian Americans, Native Hawaiians and Pacific Islanders identify as part of their heritage.

The model minority myth is based on the microaggressive thought that portrays Asian Americans as polite, law-abiding overachievers who succeed due to talent and hard work. It ignores the diversity of experience within Asian American subgroups and cultures. In addition, holding the model minority myth as truth takes away the lived realities of AANHPI communities, specifically in terms of economic equity. Read more in this article from Learning for Justice.

Also known as the “Perpetual Foreigner” stereotype, this is a significant challenge for Asian Americans, Native Hawaiians and Pacific Islanders. It encapsulates them as perpetually outside the American fold, no matter their citizenship status or generational roots in the U.S. The forever foreigner fixation takes shape through various manifestations, from microaggressions such as name mispronunciations and doubts about their American identity to exclusion from social circles and being targeted during geopolitical tensions involving Asian countries. Questions like “Where are you from really?” provide an example and are rooted in systemic racism with a historical backdrop of exclusionary policies of American history. The Pew Research Center provides a detailed report on the stereotype’s impact.

It’s no secret that I am an enthusiastic fan of popular culture (see above for most recent examples). I see popular culture as an expansive expression of art that translates to a variety of audiences. Popular culture allows us to experience varying expressions of identity through specific cultural lenses. From movies and books to K-pop and visual art–AANHPI influences abound.

As inclusive leaders it is important to understand the ways that stereotyping, microaggressive behaviors or discrimination of one group hinder the progress of equitable safety for other groups. Organizations such as Stop AAPI Hate provide research and documentation on anti-Asian American violence. Recognizing the imperative of halting anti-Asian sentiment extends far beyond safeguarding a singular demographic. It’s about championing core human rights, fostering a safer and more equitable society for all, and forging a path toward a future where every individual can flourish devoid of discrimination and violence.

The reality is that not knowing history and the parts that are systemically erased fuels our collective amnesia. Not investigating what we are taught, why we were taught it, and how it currently impacts our understanding of the present dooms us to relive and repeat others’ mistakes in the future.

Understanding and celebrating cultures is key to being a human-centered leader. Organizations can easily say that they are diverse and inclusive. That we respect differences and celebrate varying cultures, however, how and where do we show this diversity? In what ways are we decentering dominant cultures and placing those who are historically marginalized at the center? Are there ways that we can learn to respectfully celebrate world cultures without appropriation or disrespect?

Photo by Jason Leung on Unsplash