Ana, Brad and Collette join their next call. After initial greetings, Brad says to Ana, “Hey Ana, before we get started, I need to raise a quick item with you while it’s still fresh in my mind. Do you realize what you said to Michelle at the conclusion of her presentation was a bit offensive?”

Ana looks confused. “I really have no idea what you’re talking about. I thought I was complimenting her. For an Asian person, she spoke very eloquently, and I could hardly even detect an accent. I mean, I know that many Asians have graduated from Ivy League schools, but not all of them speak that well!”

Brad tried to think of the best way to explain to Ana how her comments could be offensive.

Brad paused and calmly spoke. “We know you well and know that you were trying to compliment Michelle because it was a great presentation, but what you said to her was not appropriate and it’s likely she found it offensive. We want to help you understand why your comments were offensive and show prejudice. Ana, looking more confused than ever, states “What are you talking about? I only said nice things! We all know Asians are all rich, successful and highly educated, and therefore, how could they be affected by prejudice? In fact, quite the opposite, I think they are given an advantage because employers think they are smart, hardworking and good at math.”

Collette continues. “Well, unfortunately those are commonly-held misperceptions, but they simply aren’t true. Asian-Americans do not have an advantage in the workplace due to their race. In fact, studies show that Asian-Americans are the least likely to be promoted into leadership positions. 💡 For instance, I read that Asian-Americans make up 27 percent of the professional workforce but less than 11 percent of executive positions.”

Ana replied, “Okay, but at least they still have good, professional jobs. At least 27% of them!”

Brad tried to get through to Ana too, "Let me try putting it another way. The comments you made, even though well intentioned, are a classic example of the model minority myth 💡.”

Ana thought before she spoke. “I think I’ve heard of that before...it sounds like a good thing to me.” Her voice trailed off before she continued, “I would love to be the “model” anything!”

Brad began, “Actually, it’s not a good thing. First, the model minority myth ignores the diversity of Asian-American Pacific Islanders 💡 by stereotyping all Asian-Americans as holding higher degrees, having a high income and achieving the “American Dream” ahead of other minorities. But there is so much diversity among the Asian-American groups. For instance, there are huge pay disparities 💡 among Asian-Americans. For every dollar the average white man makes in the U.S., a Taiwanese woman makes $1.16, but a Burmese woman in America makes 52 cents 💡. If Asian-Americans are all lumped and stereotyped together, the ones that need the most help are left behind and overlooked to their detriment.”

Ana’s eyes widened. “I guess I never took the time to really think about how many different groups and sub-groups 💡 are encompassed by the term “Asian-American”, and that lumping these groups all together as if they were the same is …. not really accurate. Wow. When I say it that way it’s stereotyping...isn’t it?” Ana paused to consider her own statement. Brad and Collette stayed quiet to let Ana collect her thoughts.

Ana continued, “That does more harm than good. It’s just that when you hear “model” anything you don’t think it could be a bad thing.”

With Ana’s open reaction, Brad thought it was a prime opportunity to explain further. “This model minority concept also pits people of color against one another and can be a tool of white supremacy 💡.

Brad continued, “The model minority concept creates a false hierarchy where Asians and Asian-Americans are placed at the ‘top’ of the minority food chain and it tells a story to white America and other people of color that if you work hard and expect more of your children in their schooling, you too can achieve the American dream. In short, the model minority myth is often used to ‘disprove’ the existence of systemic racism and white privilege. Further, by placing people of color in competition with one another, it creates a continuous cycle of conflict with one another, such as the 1992 LA Uprising💡. Plus –"

Ana interrupted, “Whoa, whoa. Excuse me, you lost me at white supremacy. If you’re saying that my compliment to Michelle is white supremacy then honestly I find that offensive. I am not racist, and I am definitely not a white supremacist. In my mind, I think of the KKK 💡 when you use those words!”

Brad paused and immediately regretted using the term in a sensitive conversation with someone new to these DE&I concepts.

Collette regrouped quickly. “Let me take a step back and see if I can help bridge that gap a little. White supremacy is not only used in the context of the KKK, but it’s a false belief that white people constitute a superior race, and therefore, should be emulated and dominate society. Anyone who doesn’t fit the white ‘mold’ is perceived as ‘less than’. White supremacy unfortunately has become an almost unseen part of the infrastructure and systems in the U.S. Here in the U.S., that’s primarily due to hundreds of years of slavery, and the attitudes and biases of many early settlers and colonists who started the systems. But it’s not just here – it’s in the world at large. For example, job candidates with ‘Black’ or ethnic-sounding names, including ‘Asian’-sounding names, get less interviews, and therefore, job opportunities compared to candidates with ‘white’-sounding names – and this employers preference for these ‘whitened’ or ‘western’ names 💡 has been shown to impact both African and Asian-Americans negatively."

Ana considered what Collette was saying. She hadn’t heard it put like this before. “I understand what you are saying – bias and discrimination exist today and it all links back to white supremacy. But that term does make me uncomfortable and I don’t want to be associated with it. And I’m not sure I get how it relates to the model minority concept?”

Brad started to explain. “Well, it’s a good question. For decades, American society at large – not everyone of course but you hopefully get what I mean -- held up Asian-American success in the United States in an effort to disprove systemic racism 💡 and societal inequity. At the end of the day, the resulting conflict taking place among various communities of color benefits white Americans. While non-whites are struggling and fighting with one another to fit in, and to be more ‘white and western’ and successful to get to the top of the hierarchy, white Americans benefit from the fact that embedded within our systems and infrastructure is a foundational assumption that ‘white success’ and ‘white achievement’, for example, are the model for everyone else to strive to become. This all distracts from working together for social justice and equality for all. And for those Asians who don’t fit into the model minority mold, it results in demonstrable harm. It’s tragic. Asian-American college students are 1.6 times more likely than all others to seriously consider attempting suicide. 💡 We would be ignorant to believe that these unreachable model minority stereotypes don’t play a role.”

Ana commented, “I do feel a little embarrassed now because I didn’t mean to offend Michelle. I guess I have a lot to think about because I don’t want to support white supremacy in any way. I didn’t realize that my ‘compliments’ were perpetuating stereotypes, and even stereotypes that appear to be good, can cause harm. I will be more careful with my words and could use your help. Please help hold me accountable for the things I say. I’ll try to do the same for you if you’d like. I would appreciate if we could spend our next few lunch meetings on these sort of topics. I want to learn more and not be afraid to ask questions.”

Collette and Brad both replied. “Of course, let’s do it! We are all learning.”

Key considerations:

What would you do next?

Would you like additional information about the negative implications of the model minority myth, disparity within the Asian-American community and other topics discussed in this Path:

⚙ Are you a TriNet customer? Learn about DEI Training, click here

⚙ Resource to discuss the model minority myth and white supremacy: John Oliver: ‘The model minority myth is a tool of white supremacy and a trap’ | Late-night TV roundup | The Guardian

⚙ Resource to discuss the concept of the “American Dream Tax”: Hasan Minhaj on political satire, 'the American Dream Tax' | PBS SoCal

⚙ Resource about the model minority myth and the damage it causes to Asian-Americans and other people of color: What Is the Model Minority Myth? | Learning for Justice

📖 Read about what you can do to combat the pervasiveness of the model minority myth, even if you aren’t Asian-American: How White People Can Help Dismantle The Model Minority Myth (forbes.com)

📖 Read about the Asian-American women gender pay gap: What the Gender Pay Gap Means for Asian-American Women (inhersight.com)

📖 Read some student’s stories about how the model minority myth impacts them: Debunking the Model Minority Myth - U.S.C Pacific Asia Museum

📖 Read about the U.S. Department of Labor’s (“DOL”) suit against Oracle for Discriminatory Employment Practices impacting females, African American and Asian Employees: U.S. Department of Labor sues Oracle America Inc. for discriminatory employment practices | U.S. Department of Labor (dol.gov)

📖 Read about the DOL’s settlement with Google regarding the DOL’s allegations of systematic compensation and hiring discrimination that disadvantaged female and Asian applicants: Google LLC, U.S. Department of Labor settlement resolves alleged pay, hiring discrimination at California, Washington State locations | U.S. Department of Labor (dol.gov)

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