May is Asian Pacific American Heritage Month, during which Americans celebrate the significant contributions of Asian Americans and Pacific Islanders, a group commonly abbreviated as AAPI, to U.S. society. It’s also a time to recognize the complexity of the AAPI experience.
And as a professor who studies equity and inclusion in business, this month’s focus on the AAPI community is about a stereotype that has long misrepresented and marginalized diverse people: the myth of the “model minority.” I think this will be a great opportunity to push back. ”
The term “model minority” first appeared in the popular media in the 1960s, describing East Asians (mainly Japanese and Chinese Americans) as being highly educated, with higher average household incomes, and lower crime rates. did. Since then, this label has been applied to all AAPIs.
More than half of all native-born Asian Americans have heard of the term “model minority.” Among those familiar with it, 4 out of 10 find it harmful.
Racially visible but practically invisible
The “model minority” narrative depicts Asian Americans as uniformly successful and privileged. However, the reality is much more complex. In reality, AAPI includes more than 20 different ethnicities, but they are often grouped into a single category.
This blurs the disparities in wealth and status within the community. Income disparities among AAPIs are wide, with more than a dozen groups experiencing poverty at rates equal to or worse than the national average, including Burmese, Hmong, and Mongolians.
The myth of the model minority erases the struggles of underserved communities. It also perpetuates the harmful notion that AAPIs do not need support and advocacy to address systemic inequalities.
This myth also undermines AAPIs in the workplace. Research shows that AAPIs are portrayed as hard-working and hard-working, which has given them additional responsibilities. Unfortunately, their efforts often go unnoticed. Stereotypes of Asians as passive and unengaged often result in Asian talent being ignored in management and leadership positions. Top executives at Fortune 500 East Asian companies earn less than their non-Asian counterparts.
AAPIs also often encounter unique barriers to advancement in the workplace, a phenomenon known as the “bamboo ceiling.” They may have a hard time fitting into typical Western leadership models such as assertiveness and extroversion, and may be disproportionately passed over for promotions, especially in senior management positions.
forever a foreigner
Alongside the model minority myth, another related narrative considers AAPIs to be permanent foreigners. This is a manifestation of racism or xenophobia, where naturalized Americans and even native-born Americans are considered outsiders because of their moral or racial background.
This myth persists despite generations of assimilation. Since arriving in the Americas in the mid-19th century, Asians have often been viewed as outsiders, labeled under the broad umbrella of “Orientals,” and subjected to a variety of stereotypes.
As a result, AAPIs often face intrusive questions about their origins, such as “Where are you actually from?” “Your English is very good.” These and similar microaggressions can leave AAPIs struggling with a sense of otherness that undermines their sense of belonging in the workplace and other areas.
The belief that AAPIs are America’s “other” is exacerbated by historical prejudices such as the “yellow peril” and modern scapegoating such as the COVID-19 pandemic, and is exacerbated by xenophobia and anti-Asian Inciting violence. This poses a real and immediate threat to the safety and well-being of AAPI individuals and communities.
It’s time for post-model and minority stories
The model minority narrative not only implicitly denies redress for systemic discrimination, but also harms other marginalized and oppressed groups. This implicitly suggests that non-Asians and non-Asian Americans are not considered model minorities.
AAPI success is often held up as an example of what is possible with hard work and grit, but this also highlights the systemic challenges that people of color, like other people of color, must overcome to succeed. barriers become invisible. This effectively pits different racial groups against each other.
This Asian Heritage Month, and throughout the year, I hope that people can embrace a more inclusive and nuanced understanding of the AAPI experience. Ways to do this include amplifying the voices of underrepresented AAPI communities, challenging stereotypes, and advocating for policies that address the systemic inequalities faced by all marginalized groups. I can list it.
And rather than defining success narrowly in terms of elite qualifications or earning power, Americans may also want to consider celebrating more diverse forms of achievement.
