This month is Asian Heritage Month (Canada) and Asian American Pacific Islander Native Hawaiian Month (United States). It’s a time to honor Asian heritage, stories, cultures, and histories.

In Part 1 of this blog, my aim is to demonstrate that there isn’t a single Asian experience and to share some of the obstacles that Asian Canadians and Americans experience.

In Part 2 of this blog, to be posted later this month, we’ll spotlight:

ideas to incorporate into your DEI strategies
what you can do as an ally
opportunities for AAPI professionals to take control of their professional growth

“Asian” is a massive label that describes a LOT of people. To be honest, I even had to look up if I, a Kenyan immigrant with Indian heritage and background, was considered as part of this group - even though I always check the South Asian box in surveys (I am, who knew??).

Currently, the US Census categories of “Asian” and “Native Hawaiian and Other Pacific Islander” encompass potentially more than 50 ethnic groups, as well as 15 countries and tens of thousands of islands, islets and the atolls of the Pacific Islands. This is a vastly diverse population! It goes without saying that each group has unique perspectives and needs that deserve to be addressed and included in workplace DEI strategies. (Source)

"This is a growing, multi-origin, multiethnic, multicultural population. Yet racialization in the US often renders them as one group." - Van Tran, PhD, Professor of Sociology and Deputy Director of the Center for Urban Research at the Graduate Center of the City University of New York

Obstacles & The Lived Experience: (Findings from the Coqual report)

Asian professionals experience perpetual foreigner microaggressions more frequently than White and Black professionals do:

"Colleagues assume I was not born in the US"
"Even when I say I was born in the US, colleagues ask me where I'm really from"
"Colleagues tell me, 'Your English is really good.'"
"Colleagues assume English is not my first language"

Asian professionals experience overvalidation of microaggressions more frequently than White, Black, and Latino professionals do:

"Colleagues assume I am good at math, technology, and or science"
"Colleagues assume I am naturally smarter because of my race"
"Colleagues assume I am naturally harder working because of my race"

As noted in the Coquel Report, “These stereotypes often end up harming the target. For example, focus group participants shared with us how their managers frequently assigned them more work based on racialized assumptions, pigeonholed them into certain career paths, and assigned them quantitative assignments without considering their strengths or interests."

Due to underrepresentation in senior-level roles, lack of role models, and thin support networks, Asian, Asian Canadian, and Asian American professionals have few, if any, advocates in powerful positions to help in their career advancement. And I'll say it again, they are the least likely of any racial group to have sponsors.

Sponsorship has superpower capabilities to cut through established patterns of systemic and unconscious bias. It is by far the most effective intervention a company can make to advance women and under-represented groups, which is why we at Unleash Forward offer a workshop that focuses on integrating the art of sponsorship into your organization: The Art of Sponsorship.

In the U.S., AAPI professionals are the racial group least likely to be promoted at their current companies or to say they have strong networks. And yet, only 47% of Asian women report satisfaction with their career progress to date, and 34% report satisfaction with opportunities for advancement within their organization. (Source)

This is why Asian Heritage Month (Canada) and Asian American Pacific Islander Native Hawaiian Month (United States) are so important. While they don’t fix everything, it’s an opportunity to increase awareness, expand the dialogue and get organizations to take more action.

Do you have a story of what life has been like for you as an Asian American or Asian Canadian? Contact me and let me know!

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