CELEBRATING AAPI HERITAGE BY BUILDING INCLUSIVE HIRING PRACTICES

May is AAPI Heritage Month, a time to celebrate the rich contributions of Asian Americans and Pacific Islanders. The roots of AAPI Heritage Month can be traced back to the late 1970s. In 1977, a group of legislators recognized the need to honor the often-overlooked achievements of Asian Americans and Pacific Islanders. It began with a proposal for a week-long celebration in May, chosen to commemorate the arrival of the first Japanese immigrants in 1843 and the completion of the transcontinental railroad in 1869, a project heavily influenced by Chinese labor.

Over a decade later, in 1990, President George H.W. Bush expanded the celebration to a full month. This marked a turning point, raising national awareness of the diverse cultures, histories, and experiences of AAPI communities.

In 2021, President Biden signed a proclamation recognizing the month as Asian American, Native Hawaiian, and Pacific Islander Heritage Month. This change reflects the vast and vibrant tapestry of cultures encompassed within the AAPI umbrella.

But within the workplace, there's still work to be done to ensure a level playing field for AAPI candidates. Unconscious bias can creep into the recruitment process, leading to talented individuals being overlooked.

Let's dismantle these barriers and create a more inclusive hiring experience. Here's how:

Identifying Potential Biases:

The model minority myth: This stereotype portrays AAPIs as universally successful, downplaying their struggles and diverse experiences. It can lead to overlooking qualified AAPI candidates who don't fit a specific mold.

Lack of familiarity with AAPI names: Recruiters might unconsciously favor resumes with familiar-sounding names. Implement blind resume reviews where names and other identifying information are removed.

Building a More Equitable Process:

Diversity and inclusion training: Educate your hiring team on unconscious bias and its impact on AAPI candidates. Training can raise awareness and equip them with strategies for making fair decisions.

Structured interviews: Develop a set of pre-determined questions with clear evaluation criteria. This ensures all candidates are assessed on the same basis and reduces room for subjective biases.

Diverse interview panels: Assemble interview teams that reflect the diversity of your desired workforce. This allows candidates to connect with someone who understands their background and experiences.

Resources for Organizations:

National Center for Asian American and Pacific Islander Communities: [National Center for Asian American and Pacific Islander Communities (.gov)] provides resources on creating inclusive workplaces.

The Society for Human Resource Management (SHRM): [SHRM diversity and inclusion ON Society for Human Resource Management shrm.org] offers guidance on building a diverse and inclusive talent pipeline.

The Asia Society: [The Asia Society Asia society ON Asia Society asiasociety.org] promotes understanding of Asian cultures and provides insights into recruiting AAPI talent.

By taking these steps, organizations can create a more welcoming and equitable environment for AAPI candidates. This not only benefits AAPI individuals but also fosters a richer and more innovative workplace for everyone. Celebrating AAPI Heritage Month goes beyond recognition; it's about creating opportunities and building a future where talent is valued regardless of background.