Knowing the nomenclature, and how to express yourself clearly, can make all the difference when it comes to reporting racially fueled incidents.ĭepending on the industry you work in, it might also be possible to look at some systemic issues. In order to do this, it can be helpful to review the literature on the differences between " incidents of bias" and " hate crimes". Stop AAPI Hate, in the aforementioned report, found that, in the last year, workplaces have been the primary sites of discrimination, accounting for 35.4% of logged hate incidents 25.3% of reported incidents took place in public streets, followed by 9.8% that occurred in public parks.įirst and foremost, this highlights the importance of reporting any anti-Asian incidents through the channels available to you, and making sure they are followed up by your employer. If you are ready to take more direct action, a good place to start is your workplace. If you are a manager, you can take this one step further, and make sure that all of your employees are aware of these issues surrounding racism and discrimination.
Often, the best thing you can do is to spend some time reading about the subject or enroll in a course that will help you understand these complex issues. Most guides to creating a truly open and inclusive workplace stress that it's important that staff– of all ethnic and racial backgrounds and groups– be regularly educated about the impact of discrimination in the workplace around all minorities, Asian-Americans included. Instead, take a look at some of the materials on how to promote inclusion in the workplace. Similarly, asking colleagues open-ended questions such as "how are you feeling?" or "is there anything I can do for you?" can create more stress, because the person you are asking can feel unwarranted pressure to respond. This does not mean, however, that you should identify all of the Asian-Americans in your workplace and send them an email about the latest instance of anti-Asian discrimination. Showing that you are aware of what is happening in the news and showing your support for anti-racism campaigns can help your Asian-American colleagues feel supported and empowered. One of the simplest, and yet most effective, ways of combating anti-Asian discrimination is checking in with colleagues and friends who might be experiencing it. Recognizing and combating anti-Asian racism is a key part of spreading and practicing anti-racism.
Women are more likely to be targeted and accounted for 68% of the reports, versus 29% for men. The organization said it received 3,795 self reports of anti-Asian hate incidents between March 2020 and March 2021. Stop AAPI Hate, a national coalition documenting and addressing anti-Asian discrimination during the pandemic, has recently released sobering reports on discrimination and hate in the community.
The reality is that anti-Asian discrimination is very real. Perhaps the biggest stereotype that Asian-Americans must contend with is the idea that they are inherently foreign and not American. Further, when businesses focus on diversifying their customer base, they often make the same kind of assumption– that in order to appeal to Asian-Americans, they must target a number of dated and dangerous stereotypes. Some commentators– even in the mainstream media– continue to perpetrate the Model Minority Myth, which points to the fact that Asian-Americans are wealthier than other minorities, and use it as evidence that they do not experience racism. Nevertheless, many people are still in denial. There is a long history of anti-Asian discrimination in the US, dating back more than a century, and this has recently been heightened by the irresponsible comments of some politicians. Firstly, and perhaps most importantly, you should recognize that anti-Asian discrimination is a real problem, and that its effects are on par with some of the more visible forms of racism in America.
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