Written by Stephanie Beck and Jen Gold
Beginning in 1992, May has been designated at Asian American and Pacific Islander (abbreviated AAPI) Heritage Month, and since May 2021 is coming to an end the leadership at Omega NU wanted to take some time to talk about the history and significance of the month. It is important to make clear that the term Asian and Pacific Islander does not refer to a homogenous group of people, but rather many unique cultures and countries throughout the continent of Asia and the Pacific Islands of Melanesia, Micronesia, and Polynesia. AAPI Heritage Month first began as "Asian/Pacific American Heritage Week" in 1979 in honor of the first Japanese boy who immigrated to the United States on May 7, 1843. May also marks the anniversary of the completion of the transcontinental railroad on May 10, 1869, which was largely possible because of the labor of roughly 20,000 Chinese immigrants who were later discriminated against and not acknowledged. Although the month of May was chosen by Congress to commemorate the accomplishments and contributions of the AAPI communities to the United States, it's important that AAPI stories and experiences are recognized and celebrated all twelve months of the year.
Photo by Jeremy Bishop on Unsplash
This past year America has seen a sharp rise in hate crimes against Asian Americans - which is another reason why now, more than ever, it's important to not only celebrate the many contributions of the AAPI community but also acknowledge the racism faced by these communities. During Omega NU's May Monthly meeting we took the time to discuss the topic of the 'model minority myth' as well as AAPI individuals in leadership positions.
If you are unfamiliar with the Model Minority stereotype, the term first was first used in 1966 by sociologist William Petersen in his article "Success story: Japanese American Style" written for the New York Times Magazine. The term 'Model Minority is used to refer to "a minority group perceived as particularly successful, especially in a manner that contrasts with other minority groups'' in the contemporary United States. The Practice says it best when they state that "in particular, the model minority designation is often applied to Asian Americans, who, as a group, are often praised for apparent success across academic, economic, and cultural domains—successes typically offered in contrast to the perceived achievements of other racial groups." The phrase is intended to sound positive and implies that Asian Americans represent an ideal that other minorities should look to emulate in order to assimilate into 'American culture.' However, in reality, the overgeneralizing assumptions of this myth are used as a way to 'other' Asain and Pacific Islander Americans from both white Americans and other minority groups for the purpose of maintaining the status quo of white supremacy. During our meeting discussion, we talked about how this myth is problematic due to its false assumption that AAPI individuals of varying ethnic and cultural demographics all share a similar experience of success and access, the way the myth diminishes the discrimination and racism Asian Americans face daily, and how the myth is used to drive a wedge between AAPI and other minority communities.
Even with the “positive” model minority myth, an analysis of national EEOC workforce data found that Asian American white-collar professionals are the least likely to be promoted into management. Although stereotypes about AAPI people are generally positive, why aren’t there more AAPI leaders? OmegaNU members gathered together to have a conversation about this topic, and we discussed possible reasons. Due to AAPI people being the most educated and with higher median incomes than any other racial group, they are not considered an underrepresented minority. Thus, they are given little priority or help in minority programs. Additionally, there are stereotypes of AAPI people being too quiet, not able to self-promote, being unassertive, and indirect, which have an impact in their promotion into management. These stereotypes are simply cultural factors that are misinterpreted; For example, AAPI people that are quiet may simply value harmony, and do not want to disrupt the flow of conversation. In US meetings, the culture seems to be more of speaking when one wants to. However, in some AAPI cultures, this is seen as disruptive. Additionally, self-promotion and “selling oneself” is seen as a crucial skill to have in American leaders. However, various AAPI cultures often value humility, and self-promotion can be seen as bragging. Stereotypes also suggest that AAPI people are unassertive. Rather, due to the community values of many AAPI cultures, AAPI people value consideration of others and through this approach, they avoid conflicts of interest while accommodating others and themselves. Another cultural aspect that is misinterpreted is grace; AAPI people can be seen as being indirect. This is a conversation style that coincides with the community value that is considerate of others. Similarly, AAPI people want to help others save face and wish to avoid creating an uncomfortable situation for others. Cultural values can be misinterpreted in this way, and has painted a negative depiction on AAPI people that they cannot be effective leaders. This is truly not the case, and having this conversation will allow for individuals and companies to increase awareness and break the cycle.
Photo by Jeremy Bishop on Unsplash
Celebrating AAPI heritage month is important because it allows us to fight against assimilation, and embrace our cultures. Through this, we can preserve our culture, learn and share the stories of our people; it would also give others a chance to learn more about the various cultures of the AAPI people. It’s crucial to me as a Korean American woman to talk about my struggles for racial injustice and it’s also crucial to acknowledge the struggles of other AAPI people to promote more awareness. With this, we can work on our own biases but also help to fight against racial injustice. Lastly, celebrating AAPI heritage month gives us the opportunity to acknowledge the talent of AAPI people and their contributions to society. Thank you for reading this post. Happy AAPI Heritage Month!
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