Seven Ways To Support Asian American And Pacific Islanders’ Advancement In The Workplace

Throughout the last 18 months, people have unfairly and incorrectly accused the AAPI community of bearing responsibility for the Covid-19 pandemic, and one effect has been the substantially increased rate of harassment and attacks against Asian Americans. The Center for the Study of Hate and Extremism reported that anti-Asian hate crimes rose nearly 150% between 2019 and 2020 in 12 American cities. Nearly two-thirds of the reported cases involved verbal harassment. Much of that discrimination spilled into the workplace. 

Even with the commemoration of AAPI Heritage Month 2021 behind us, it’s important to continue to examine the vital role this group plays in the workplace, though they are woefully underrepresented in the top ranks of organizations. Companies that recognize a lack of AAPI representation in their leadership pipeline should consider the following ways to support their employees.

1. Ensure structurally inclusive practices. This is critically important. Examine all aspects of your organization from hiring to development, compensation, promotion practices and even vendor selection. All these areas should have a deliberate focus on diversity. One-time events such as seminars on inclusive leadership are important, but only one part of an effective ongoing strategy.

2. Create mentorship and sponsorship programs. Mentors are people who guide others to be their best professional selves. This can take the form of a more senior leader helping a junior professional find ways to advance, or a junior leader helping guide a senior leader through changes in the profession, such as technology leaps. A sponsor differs in that they will see the potential in someone and make sure that other leaders see that potential and consider that person for new roles. Both of these are critical to advancing the careers of our AAPI colleagues. 

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