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UNDERSTANDING AND ADDRESSING ANTI-ASIAN RACISM

Asian Heritage Month is a time to celebrate the culture, resilience, and contributions of Asian communities across Canada. But it’s also a moment to pause and reflect on the very real challenges that many Asian employees continue to face — including racism, exclusion, and harmful stereotypes in the workplace. 

Anti-Asian racism isn’t always obvious. It can be subtle and often goes unnoticed unless we know what to look for. It might look like being passed over for leadership, having your name mispronounced, or navigating assumptions about how you “should” behave. These experiences may seem small to some, but they add up, creating barriers to opportunity, safety, and belonging. 

In this blog, we’re unpacking what anti-Asian racism can look like at work and what we can all do to interrupt bias and build more inclusive, respectful waterfront workplaces.  

WHAT IS ANTI-ASIAN RACISM?

Anti-Asian racism is defined by the Government of Canada as historical and ongoing discrimination, negative stereotyping, and injustice experienced by peoples of Asian origin, based on others’ assumptions about their ethnicity and nationality. 

WHAT CAN ANTI-ASIAN RACISM LOOK LIKE IN THE WORKPLACE? 

Anti-Asian racism can take many forms, including: 

• Microaggressions: “Where are you really from?” or “Wow, your English is so good!” may sound harmless to some, but they are microaggressions that reinforce otherness and exclusion. 
• Stereotypes: The myth that Asian employees are the “model minority” (having high educational attainment, high family median income and low crime rates) erases the struggles of these underserved communities. It also perpetuates the harmful notion that AAPIs do not need support or advocacy to address systemic inequities (Ng, 2024). 
• Bias in decision-making: Whether conscious or not, bias can affect who gets hired, promoted, or heard in the room. 
• Exclusion from leadership: Despite being well represented in many industries, Asian employees remain underrepresented at senior and executive levels. 
• Cultural insensitivity: Mocking accents, making generalized comments about Asian cultures, or not accommodating cultural holidays or needs. 

These actions may seem small in isolation, but they actually erode psychological safety, belonging, and trust. 

HOW CAN EMPLOYERS TAKE ACTION? 

Addressing anti-Asian racism at work starts with awareness — but it doesn’t end there. It requires a commitment to doing better, even when it’s uncomfortable. 

Here are a few ways to start: 

1. Foster a culture of inclusion. Encourage employees to bring their full selves to work — not to conform to outdated norms or workplace expectations that don’t reflect today’s diversity.  
2. Interrupt bias — especially the “model minority” myth. This stereotype paints Asian employees as high-performing, non-confrontational, and self-sufficient. It might sound “positive,” but it can silence real struggles and mask discrimination. It’s also deeply harmful to other racialized communities. 
3. Diversify leadership and mentorship opportunities. Asian employees are often well represented in early- and mid-career roles, but face barriers moving into leadership. Proactively offer mentorship, sponsorship, and leadership development with inclusion in mind. 
4. Train your team on topics like microaggressions and unconscious bias. Many people don’t even realize when their actions are harmful. A bit of learning goes a long way — and builds the foundation for lasting change. 
5. Celebrate Asian Heritage Month with intention. Avoid performative gestures. Instead, create space for real conversations, highlight the diverse voices within Asian diaspora, and invite learning. 

FINAL THOUGHTS

Anti-Asian racism doesn’t always show up as obvious, outward hate. Sometimes, it’s the subtle things — being overlooked, misunderstood, or boxed in by stereotypes. But over time, those small moments add up. 

The good news? There’s a lot we can do collectively to change that. 

Whether you’re leading a team, working alongside colleagues, or just starting to learn — being part of the solution starts with paying attention and showing up. 

ADDITIONAL LEARNING RESOURCES

Explore resources to deepen your learning on anti-racism and Asian Canadian history in BC: 

• Asia Pacific Foundation of Canada: Anti-Racism Resources 
• Challenging Racist “British Columbia”: 150 Years and Counting: Chapter 4, “Resilient communities: South Asia and beyond.” 
• The Canadian Encyclopedia: Komagata Maru 
• The Canadian Encyclopedia: Anti-Asian Racism in Canada 
• Government of British Columbia: Multiculturalism & Anti-Racism 
• Elimin8Hate: Anti-Asian Racism 
• The University of British Columbia: Anti-Racism Resources 

Looking to take the next step toward a more inclusive, equitable workplace?

The Waterfront DEI Council is uniquely positioned to help our members address bias, foster allyship, and build a workplace where everyone feels seen and genuinely supported. 

Let’s start the conversation. Get in touch to learn how we can support your DEI goals.