Asian-Americans and the Model Minority

Asian-Americans and the Model Minority Myth

This paper argues that the model minority is a myth, one that is perpetuated by the media, among others. It further argues that this myth harms Asian-Americans in two ways. First, it masks the extent of systemic racism that forms a glass ceiling for Asian-Americans in the business world. Second, it blinds schools, counselors and other relevant authorities to the social problems that plague Asian-Americans who fail to conform to the model minority myth. To address this, this paper suggests that activists continue challenging the myth of the model minority, and that successful Asian-Americans take it upon themselves to act as mentors and role models for Asian-American youth.

Myth of the model minority

Asian-Americans are often upheld as the model minority of the late 20th century. They are seen as the prodigies, the whiz kids, the hard-working and self-sacrificing professionals who toil amid towards the so-called American Dream. They are held as the gold standard, proving how individual self-sufficiency can overcome systemic racism.

However, many studies have shown that Asian-Americans remain adversely affected by the glass ceiling in the professional world. In the federal government, for example, researchers Jeremy Wu and Carson Eoyang found a "pervasive and pernicious existence of glass ceilings for Asian Pacific Americans throughout the federal government" (Wu and Eoyang 17), especially at decision-making levels.

This glass ceiling can also be seen in the corporate world, where the numbers of Asian-Americans decrease the further one goes up the corporate ladder. A survey of Fortune 500 companies found that while Asians constituted the fasting growing group in the labor force, they constitute less than 1% of senior management positions at Fortune 500 companies (Fishman-Lapin 1).

Similar studies confirm that Asian-American men are less likely to hold managerial posts than their Caucasian counterparts, even controlling for factors like education and experience (Borja). These figures belie the model minority myth that plagues Asian-Americans.

Challenging the myth

This myth is harmful in many ways. First, it masks society to the continued dearth of Asian-Americans in decision-making positions, both in government and in corporate America. It also stops people in authority from addressing the issue, because the problem is buried.

Towards this, the first step is to educate people regarding the folly of the model minority. If Asian-Americans realize that there is a systemic racism that still acts to block their efforts at career advancement, they would be able to take steps to be more proactive. They could learn to overcome cultural misperceptions that success depends only on finely honed technical skills. Instead, Asian-Americans should know to hone their leadership and communication skills as well, engaging in networking practices and speaking up instead of being deferential to superiors (Borja).

Additionally, members of the community should also successful Asian-Americans should also recognize that the absence of Asian-American leaders is also due to the lack of role models and mentors. Towards this, activists have created the Leadership Education for Asian Pacifics (LEAP). This program aims to train youth through training and mentorship programs, providing contact people within organizations (Pham et al. 68).