Debunking the model minority myth: Include AAPI workers in the DEI conversation

As Asian American and Pacific Islander Heritage Month comes to an end, so does the corporate effort to celebrate AAPI talent — and that may be a bigger mistake than many employers realize. 

The model minority myth looms over the AAPI community, a stereotype that paints AAPI workers as more successful than the general population due to the perception that they're always overworking and overachieving in the workplace. And yet, one in two AAPI employees say their race or ethnicity has actually made it harder to achieve their career goals, according to a report by talent management platforms Powertofly and Inclusion@Work. 

However, the model minority myth often takes precedence over data, leading companies to underestimate how much AAPI workers are struggling to feel recognized and included, says Amy Kim, president of Powertofly.

Kim, who was born in South Korea, understands firsthand what it means when companies don't see AAPI workers as an underrepresented group like other people of color. And yet, this group still faces discrimination and a lack of representation in leadership positions and DEI efforts.

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"As I started going through career growth, the glass ceiling became very apparent," says Kim. "You may not feel discriminated against because you're getting hired, but then you are not included in diversity efforts. It starts to become very apparent there is a bias in an organization." 

According to Powertofly's and Inclusion@Work's report, 38% of AAPI workers say they feel underrepresented in DEI leadership. This feeling extends to representation in the C-suite as well, with McKinsey finding that Asian Americans only account for 5% of promotions from senior vice president to the C-suite. Meanwhile, Asian American women account for less than 1%. 

"I've had this conversation with my friends in the Black and Latinx community about the perception that the Asian population is progressing quite well in their careers," says Kim. "Maybe there's some truth to that in the lower [roles] in an organization, but once you go up in the hierarchy of an organization, you're going to start to see far fewer Asian leaders in those roles."

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This perception of AAPI workers as "model" employees who are bound to succeed creates a barrier between AAPI workers and their fellow workers of color, while also encouraging employers to leave them out of DEI conversations and initiatives. This type of exclusionary behavior may be why one in three APPI employees consider bringing their employer to court due to discriminatory treatment, according to Powertofly and Inclusion@Work. 

While employers have embraced DEI programs and have voiced commitments to fostering a sense of belonging at work for all employees, Kim has seen companies dedicate ten times more money to other underrepresented groups' DEI programs than AAPI programs. The result? AAPI workers feel isolated and excluded, and misunderstood by their peers, underlines Kim.

In fact, 46% of non-AAPI workers do not view Asians and Pacific Islanders as "team players," with 58% saying that AAPI workers do not participate in communities other than their own. But if AAPI talent is not invited to engage in conversations about inclusivity and belonging within their organization, they have fewer opportunities to connect with other groups, explains Kim. 

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Alternatively, Kim asks employers to consider why immigrant and first-generation workers may have a harder time assimilating into a new culture.

"Europeans emigrated centuries ago," she says. "If you were brought up by immigrants still close to their culture, their friend group and network, it would be different."

Kim notes that other groups in the U.S. may take for granted how long their families have lived here, while many in the AAPI community still trying to integrate their culture with America's — an increasingly difficult task, as Asian hate crime has risen 339% during the pandemic, according to the Center for the Study of Hate and Extremism.

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Kim asks employers to proactively consider how to include AAPI talent in DEI initiatives and goals for the sake of their employees and themselves. For example, having an employee resource group tailored to the AAPI experience can open up important discussions about harmful misconceptions surrounding the AAPI community.  

In fact, according to Powertofly and Inclusion@Work, AAPI workers are two times more comfortable talking about race when DEI and ERG programs are available. Additionally, 83% of AAPI workers believe there is more trust and respect between employees of different backgrounds in companies with DEI and ERG programs. Retention picks up as well, with 94% of AAPI saying they would stay at a company longer if their inclusion programs were effective. 

Bottom line: don't leave anyone out of DEI, underlines Kim.

"I don't think organizations are in a position to try to tackle every single issue around demographics or gender or race," says Kim. "But Asian identity groups have the ability to gather and network and create initiatives around the Asian community."