Tag Archives: discrimination

The Model Minority Myth and Asian American Heritage Month

I am pleased to share my latest post to The SHRM Blog.

It is Asian American Heritage Month.  As we celebrate the many contributions of Asian Americans, let’s also bury the “model minority myth.”  The myth hurts Asian Americans and here’s why:

  1. If you are a model minority, you are not likely to get the help that you very well may need.  When we assume all individuals in a group are stellar, the individuals who need support are less likely to get it.
  2. If you are a model minority, then there is an implication that you may be stronger than others.  This can result in bias against individuals who are white or members of other minority groups who, in fact, are stronger when it comes to a particular job opportunity.
  3. With the model minority myth may come higher expectations.  Being good is not good enough.  We expect more:  why isn’t this person as successful “as they should be?”  This may result in bias against Asian Americans because of the inflated expectations.
  4. When individuals talk about Asian Americans as the model minority, there can be a tendency to focus on math and science. This may hurt Asian Americans when they apply for jobs that require strong interpersonal skills such as HR. That is, the myth may create silos for Asian Americans.

Let’s acknowledge how much better our world is because of the contributions of Asian Americans without stereotyping about them in a way that sounds benign but is anything but.

This Blog should not be construed as legal advice or as pertaining to specific factual circumstances.

The Often Unacknowledged Bias Against Asian Americans

I am pleased to share my latest post for the SHRM blog:  http://blog.shrm.org/blog/the-often-unacknowledged-bias-against-asian-americans

May is celebrated as the Asian American and Pacific Islanders (AAPI) Heritage Month: http://asianpacificheritage.gov/about/. At times, this celebration seems to get much less attention than months dedicated to other groups of the diverse fabric of workplaces.

Perhaps, this is because, as a group, Asian Americans have been largely successful. For example, while less than 30% of the general population has a bachelor’s degree, approximately 50% of Asian Americans do.

However, because a group, broadly defined, has been successful does not mean that we should ignore bias that may exist against individuals in that group. Indeed, focusing on the success of the “group” may result in ignoring bias against the individuals.

So, while this month we celebrate the achievements of Asian Americans, we need to focus on the bias against them, too. If we don’t eradicate the bias, then individuals will not be as successful as they can be. Here are my top 7:

  1. Not all bias is unconscious. Sometimes the bias is quite conscious. It is sometimes framed as “lack of trust.”
  2. Sometimes the bias is based on stereotypes. The stereotype is that Asians are strong in math and science. This may result in their being discriminated against when it comes to jobs that involve strong interpersonal skills, such as human resources.
  3. At times, the bias is unconscious. While we should not generalize in the name of sensitizing, respect is shown in many Asian cultures different from North American norms. Lack of eye contact, which may be intended as respect, may be seen as dissembling. Saying “no” indirectly may be seen as lacking certitude as opposed to promoting face saving.
  4. Because there may be cultural differences, some employees may be less comfortable with employees of Asian heritage. The “not-like-me bias” may result in exclusion of Asian Americans from social and other opportunities to access decision makers that may affect advancement and other opportunities.
  5. Because Asian Americans are often referred to as the “model minority,” more may be expected of them. When they may fall short of our inflated expectations, they may be seen as failing, even when they actually are meeting “standard” expectations. There is no such thing as a positive stereotype.
  6. Or, because of the “model minority myth,” Asian Americans may not get the help they need. If a group is “so successful,” then why do we need to spend time addressing the real bias that keeps individuals within that group from being successful or even more successful?
  7. And, harassment still exists, such as jokes about the shape of Asian employees’ eyes or mimicking the accent of an employee of Asian ancestry. Just plain ugly.

These are but 7 examples of issues to which we need to keep our eyes and ears open and respond appropriately if we see, learn or become aware of them. As leaders, to see and ignore is to condone. There is no such thing as a passive bystander when it comes to discrimination or harassment if you are a leader.

Now, let us celebrate the many achievements of Asian Americans: http://adrian.edu/uploads/files/AsianContributions.pdf. Check out the many websites referenced. The contribution is real.

But may we never forget the abject horror of the Internment of Japanese Americans during World War II: http://www.history.com/topics/world-war-ii/japanese-american-relocation Never again!

Why Being the Model Minority Hurts Asian Americans

I am pleased to share my latest post to the SHRM blog: http://blog.shrm.org/blog/why-being-the-model-minority-hurts-asian-americans

When Asian Americans are described, we often hear words such as “so smart” or “so successful.” Indeed, Asian Americans are often referred to as the “model minority.”

The reality is that, as a group, broadly defined, Asian Americans largely have been successful. For example, while less than 30% of the general population has a bachelor’s degree, approximately 50% of Asian Americans do.

But calling a group the “model minority” hurts members of the group and can result in discrimination against individuals outside the group. Here’s why:

1. If you are a model minority, and “so smart,” you are not likely to get the help that you very well may need. When we assume individuals are “the model,” they are less likely to get equitable mentoring, support, etc.

2. If you are a model minority, then there is an implication that you may be stronger than others. This can result in bias against individuals who are white or members of other minority groups who in fact are stronger when it comes to a particular job opportunity.

3. With the model minority myth may come higher expectations. Being good is not good enough. We expect more: why isn’t this person as successful “as they should be?” This may result in bias against Asian Americans because of the inflated expectations.

4. Make no mistake about it: there still is material bias against Asian Americans. In some cases, it is unconscious. In other cases, it is blatantly overt. If a group is “so successful,” then why do we need to spend time addressing the real bias that keeps individuals within that group from being successful or even more successful?

5. When individuals talk about Asians as the model minority, there can be a tendency to focus on math and science. This may hurt Asian Americans when they apply for jobs that require strong interpersonal skills. One Asian American shared with me an experience of applying for an HR position and being given an application for an engineering position.

6. The model minority myth also ignores the reality that Asian Americans are a diverse group. This diversity within the Asian American community is often ignored.

7. Finally, the model minority myth may result in isolation. Asian Americans are not part of the white power structure but their concerns sometimes are only modestly addressed in efforts to increase diversity and inclusion. Indeed, at times, Asian Americans may experience outright hostility because of their collective success.

***

Asian Americans are a critical part of the fabric of our workplaces. If we want them to be “so successful,” then we need to stop saying that they are and deal with the bias that sometimes exists, even within the diversity space.

Lean Out?

I am please to share with you my latest SHRM blog post.

Sometimes clients ask me relative to gender:

1.  Would it be gender discrimination if we do X?

2.  Does the law require that we do Y?

Of course, we need to start with the legal imperative.  But, as HR professionals, we know we must transcend the legal imperative and focus on the business necessity (and moral obligation) to ensure gender equality.

For example, some subtle harassment may not be severe or pervasive enough to rise to the level of actionable harassment.  But it very well may create a place where women don’t want to work so they take their talent and contacts to a competitor.

Another example:  the law generally does not mandate that employers provide flexibility to help employees with work-life management.  But rigid employers will lose talented women (and men) to employers who get that flexibility and accountability are not inconsistent if managed correctly.

To paraphrase Sheryl Sandberg’s message in Lean In, organizations cannot survive, let alone thrive, if they exclude half of the pool of talent.  So, HR professionals lean in hard on the business case for gender equality or you may find successful women and women of promise “leaning out” rather than “leaning in.”

The Kentucky Clerk in Your Workplace

The Kentucky Clerk who has refused to issue marriage licenses to same-sex couples is going to jail.  She has tried to justify her refusal to perform her job on the ground that to do so would violate her religious beliefs as protected by the Constitution.

Good thing employers do not have to deal with this kind of issue.  Or do we?

Continue reading The Kentucky Clerk in Your Workplace

Accommodating an Employee’s Religion Just Got Even More Complicated

I am pleased to share with you a blog I wrote for Entrepreneur

I have read, for the fourth time, the Supreme Court’s decision in EEOC v Abercrombie & Fitch and remain baffled. What is an employer to do?

Very briefly, in the case, the employee wore headscarves that are often worn by Muslim women. These scarves did not meet the ‘”look” A&F wanted. Managers there talked about their belief she might be Muslim, but never discussed the “look” issue with her.

Without getting caught in the legal weeds, the Supreme Court said A&F could be liable for religious discrimination by way of failure to accommodate, even though it only suspected the applicant’s religion and even though the applicant never requested an accommodation.

To continue reading, please click here.

Mad Men: End of an Era?

I am pleased to share with you a blog I wrote for SHRM Blog.

Well, “Mad Men” is no more.

As AMC marketed it, we have come to an “end of an era.” Or have we?

While it was only a television show, or so people try to tell me, the workplace implications resonated with so many of us in the HR/business community. Perhaps that is because, while much has changed, some things are still painfully similar. Continue reading Mad Men: End of an Era?

5 Ways to Manage ‘Mad Men’-Era Sexual Harassment

I am pleased to share with you the latest blog I wrote for Entrepreneur.

It is hard to believe it is almost the end of the Mad Men era. I increasingly fear that Don may face the same fate as Rachel Menken Katz (may she rest in peace).

For now let’s focus on one aspect from Sunday’s episode of Mad Men. The conversation between Joan and Peggy and three men who work for the parent company, McCann Erickson, with regard to their client, Topaz pantyhose.

To continue reading, please click here.

Subtle Bias: Micro-Inequities and Micro-Aggressions

This article was originally published for SHRM Blog and can be found here.

I am pleased to include a link to an article I wrote last month for Entrepreneur on subtle bias: How Entrepreneurs Can Spot Subtle Bias

The focus is on what I collectively call “micro-indignities”: micro-inequities and micro-aggressions. Continue reading Subtle Bias: Micro-Inequities and Micro-Aggressions