Fostering Inclusivity During Covid-19
CMA is committed to the values of inclusion, diversity, and respect for all people. Recent events surrounding anti-Asian rhetoric and discrimination following the outbreak of coronavirus have been alarming and are worthy of our attention and action.
Overt incidents of racism against Asians and Asian Americans in the United States have increased since the outbreak of COVID-19[1]. These incidents include verbal harassment, property damage, and physical assault[2]. The American Psychological Association (APA)[3] and the Centers for Diseases Control and Prevention (CDC)[4] have released statements acknowledging and condemning this discrimination. CMA shares the deep concern and condemnation for these activities.
All of us are grappling with challenges associated with this pandemic: scarcity of resources, restriction of activities, and financial downturns. In addition to all these stressors, Asians and Asian Americans also must navigate the intensification of violence, vitriol, and blame targeting them. Such heightened stress and anxiety can have harmful consequences for them. Decades of research demonstrate that targets of discrimination are more at risk for depression, anxiety, anger, cardiovascular problems, hypertension, and numerous other physical and psychological problems[5][6][7][8].
Let’s pause here and consider another related swath of research demonstrating the link between inclusion at work and performance[9]. An inclusive environment also enhances employee engagement, retention, and attendance[10]. When all individuals feel seen, valued, and accepted for their uniqueness, team performance and individual engagement increases. Inclusive leaders have been shown to demonstrate visible commitment to diversity and inclusion and cultural intelligence[11].
Connecting these two ideas ([1] – that people of Asian descent are under unique stress right now and [2] inclusion matters for business performance and employee engagement) is important.
At this time, you – as a member of a team and/or as a leader in your organization – have an opportunity to demonstrate your commitment to diversity and inclusion by leveraging your awareness of the unique stress on Asians and Asian Americans right now. During these trying times, it can sometimes feel like a lot is outside your control. Focusing on those things that are within your control and can support inclusion in your organization is important.
To that end, we’ve compiled a few suggestions for you to consider as you continue to foster an inclusive environment among your teams and colleagues.
- Recognize it. There is a lot going on in the news right now and it can be overwhelming. It is important, however, to know that violence against people of Asian descent is occurring. It is a serious consequence of the outbreak that has a real impact on a large group of people. Recognize that among the many stressors right now, the increase in anti-Asian sentiment, language, and behavior adds an additional layer of stress to those of Asian descent and their families.
- Label it. The anti-Asian rhetoric and actions are xenophobic. That is, they stigmatize and cast blame on an entire group of people. It’s not okay.
- Challenge people who use language that promotes bias. Tell people who use those phrases (“Asian virus,” etc…) that it is not acceptable to you and promotes racism, which is contrary to your values and the values of your organization.
- Support Asian and Asian-American individuals who may be experiencing more overt and covert racism in recent weeks. Be proactive. Reach out to members of your team who may be experiencing heightened fear for their safety because of the anti-Asian sentiment and violence. Offer an ear to listen to their challenges, if/when they are open to sharing them. Validate that their concerns are real and that they are important. Some language you may use might be as simple as, “It’s been deeply concerning to me to hear of the bias, violence, and discrimination against Asians and Asian-Americans in the wake of this crisis. Wanted to let you know that I’m thinking of you and your family, and I’m available to talk if it’d be useful to you.”
While any single one of us can’t fix the world’s problems right now, we can offer our support and empathy to one another. Continue investing in strong relationships and teams within your organization by proactively addressing the unique challenges Asians and Asian-Americans are facing. Acknowledging the problem, challenging those who are contributing to it, and supporting those who are hurt can be powerful ways to demonstrate your commitment to inclusion.
[1] https://www.cnn.com/2020/02/20/us/coronavirus-racist-attacks-against-asian-americans/index.html
[2] https://www.nytimes.com/2020/03/23/us/chinese-coronavirus-racist-attacks.html
[3] https://www.apa.org/news/press/statements/combating-covid-19-bias.pdf
[4] https://www.cdc.gov/coronavirus/2019-ncov/daily-life-coping/reducing-stigma.html
[5] Neblett, E. W., Terzian, M., & Harriott, V. (2010). From Racial Discrimination to Substance Use: The Buffering Effects of Racial Socialization. Child Development Perspectives, 4(2), 131–137.
[6] Pascoe, E. A., & Richman, L. S. (2009). Perceived discrimination and health: a meta-analytic review. Psychological Bulletin, 135(4), 531–54. doi:10.1037/a0016059
[7] Williams, D. R., & Mohammed, S. A. (2009). Discrimination and Racial Disparities in Health: Evidence and Needed Research. Journal of Behavioral Medicine, 32, 20-47.
[8] Williams, D. R., Neighbors, H. W., & Jackson, J. S. (2008). Racial/ethnic discrimination and health: Findings from community studies. American journal of public health, 98(9 Suppl), S29–37. doi:10.2105/AJPH.98.Supplement_1.S29
[9] https://www2.deloitte.com/us/en/insights/deloitte-review/issue-22/diversity-and-inclusion-at-work-eight-powerful-truths.html
[10] https://blog.shrm.org/workforce/inclusive-workplaces-lead-to-engaged-employees
[11] https://hbr.org/2019/03/why-inclusive-leaders-are-good-for-organizations-and-how-to-become-one
