In many ways, I am glad that there is a designated month to celebrate the many achievements and contributions of Asians and Pacific Islanders in the U.S. and Canada. The AAPI Heritage Month was first signed into law in 1990 by then U.S. President George H. W. Bush, making May of each year Asian/Pacific American Heritage Month. This was later renamed to AAPI Heritage Month in 2009. The Canadian government signed an official declaration to designate May as Asian Heritage Month in 2002.

On the other hand, I am sad and distressed that it took attacks on people of Asian and Pacific Islander ancestry for AAPI Heritage Month and AAPI societal contributions to receive greater attention. Although people of Asian and Pacific Islander descent are similar in their backgrounds and experiences, they are also highly diverse and much of this diversity is not recognized. According to the Asian Pacific Institute, the term “AAPI” includes “all people of Asian, Asian American or Pacific Islander ancestry who trace their origins to the countries, states, jurisdictions and/or the diasporic communities of these geographic regions.”[1] The United Nations notes that 48 countries comprise Asia.[2]

However, I am excited to share insight that I have gained over this year’s AAPI Heritage Month in the hopes that it inspires others to become more active in cultural moments.

As part of ArchTam’s ongoing equity, diversity and inclusion programs, the company hosted a panel discussion earlier this month for AAPI employees and allies in the U.S. and Canada. We also held a “Real Talk” session in April for employees of Asian descent to openly discuss their feelings about the increase in anti-Asian hate crimes, and how they can be supported.

Below are some key discussion points from these two events.

Culture has greatly affected and continues to affect the speakers’ experiences.

People of Asian descent are often taught to assimilate, work hard, be modest and humble, and not cause trouble. Although this may have been an advantage in school, once in the workforce, many are told they are too timid, shy and not authoritative enough, which can lead to some people not being given credit for their work or being passed over in getting promoted.

Part of these cultural values, one speaker noted, is thinking of others before oneself. She attributes that value to her ability to relate with and work well with others – an important personal trait that has been recognized in her work and in her professional roles.

Challenges can be overcome.

Although feelings of belonging have been a challenge for many, several speakers encouraged their colleagues to break out of their shells and be more assertive. Speakers added that they can contribute more in one-on-one settings if stepping outside of their comfort zones in a team or group is too big of a first step. Then, eventually, they can start to work towards being more vocal in team settings.

Invisibility and lack of representation is a common challenge for many of Asian and Pacific Islander descent. In a recent survey by the nonprofit organization, Leading Asian Americans to Unite for Change, 42% of Americans surveyed could not name a well-known Asian American.[3]

It was also acknowledged that being Asian and a woman could be a double challenge, as one must simultaneously overcome the cultural and societal norms and prejudices that are affiliated with both groups.

Panelists provided several recommendations for being more visible. A couple of the panelists invoked the Golden Rule of “doing unto others as you would have them do unto you,” such as giving credit to others and reflecting on one’s own perspectives while being mindful of comments and approaches. Another reminded the participants that careers take time and are not created in a day, so a foundation in a professional setting always involves doing good work and establishing relationships with clients, teaming partners and colleagues. Then, they can become more visible in the workplace as these clients will want to work with them again and again.

Allyship is welcome.

Because Asians are often viewed as the model minority or have not been as vocal as others, some may mistakenly perceive they do not need or want support. Quite the contrary – speakers in both events emphasized the need for support and welcomed allyship. Several enforced their individuality in describing their heritage: place of birth, English as a first or second language, their upbringing, and understanding of their heritage. However, they want to be listened to and heard. Even if it makes others uncomfortable or unsure of how to respond, just making them aware builds a sense of support.

I am grateful we have opportunities to celebrate our heritage at our company. Join me in celebrating the amazing contributions of the Asian and Pacific Islander community in our industry, our cities and our culture.  Lastly, I would like to thank my colleagues for participating along with me as speakers and moderators at the two events:

Starting with the top row, from left to right:

• Abunasar Azad, Software Development Manager
• Terri Choy, Chemistry Sr. Manager
• Wendy Lau, Risk Management Lead, US West
• Andrew Liu, Senior Vice President, Director of Growth, US West Transportation
• Qi Ma, Water Resources Engineer
• Amy Pang, Associate Vice President, Marketing
• Lusanna Ro, Vice President and Assistant General Counsel
• Sharon Tsay, Associate Vice President, Hydraulic Modeling Technical Lead
• Nicholas (Nico) Valenton, Transportation Engineer
• Joanne Wang, Sr. Environmental Planner
• Heather Zhao, Project Manager

[1] https://www.goodhousekeeping.com/life/a35711434/asian-american-pacific-islander-difference-aapi/

[2] https://www.worldometers.info/geography/how-many-countries-in-asia/#:~:text=There%20are%2048%20countries%20in,according%20to%20the%20United%20Nations

[3] https://www.nbcnews.com/news/asian-america/survey-finds-42-percent-people-u-s-can-t-name-n1267283

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As an ally for equality and inclusion, I feel one of the most important actions I can take is to learn from the experiences of different communities and cultures. In this spirit, I want to share some insights from a recent discussion I had with some of my LGBTQ+ colleagues and allies. The following colleagues shared their voices:

Cristian Bevington (he, him, his) is a senior analyst on the Global Cities team.

Stephen Engblom (he, him, his) is an Executive Vice President and Global Cities Director.

Marissa Farrar (she, her, hers) is Vice President, DCSA People Strategy & Operations.

Wendy Lopez (she, her, hers) is the Texas executive, providing leadership, strategy and growth across all business lines in Texas.

Chris MacDougall (he/him, they/them) is a senior GIS specialist within the Water business line.

How have you felt visible and celebrated by your colleagues or clients as an LGBTQ+ professional?

Chris: Colleagues supported me both formally and informally when coming out, by sharing words of support, committing to make sure I had the resources I needed, and by attending training on the proper use of pronouns. Colleagues and clients alike celebrated my LGBTQ+ visibility through words and actions. It opened the door for me to fully be myself and be even more effective in my roles at ArchTam.

Wendy: While I have been part of organizations where I felt that being LGBTQ+ was only tolerated, ArchTam celebrates the LGBTQ+ community. When Marriage Equality passed five years ago, our CEO Mike Burke immediately congratulated and celebrated with our LGBTQ+ staff. When you are free to come out of the shadows and be your true and whole self, your potential is limitless.

What LGBTQ+ professional organizations or internal ArchTam groups are you involved with and what have you found are the benefits of being involved in this organization?

Stephen: I am an avid supporter of AIDS Lifecycle (ALC) and have ridden in four rides raising over $65,000, with amazing support from ArchTam colleagues. This collaboration with ALC inspired me to sponsor a workshop at my high school in Pennsylvania in which the campus LGBTQ+ group collaborated with the athletic department. This project was very personal for me. When I was a high school varsity athlete, I knew I was gay but felt the pressure of social norms to hide part of myself in the closet and leave part of my potential on the sidelines.

Cristian: I am an active member of ArchTam’s San Francisco Inclusion & Diversity (I&D) Committee and participate in the national I&D group. By being involved, I amplify my voice and the voices of those who feel less able to speak out. I have been fortunate enough to meet, talk with, and learn from incredibly inspiring individuals who remind me how important it is to look beyond our communities and support each other.

What are lessons learned that we can draw upon from the LBGTQ+ movement?

Stephen: My generation of the LGBTQ+ movement stands on the shoulders of those who came before us to fight for the right to be out. The great freedom I’ve been granted to pursue my career and personal life without prejudice requires I work hard to be a visible symbol showing that any LGBTQ+ professional can achieve his, her, or their goals.

Cristian: Key turning points of the LGBTQ+ movement, such as the riots at Compton’s Cafeteria and Stonewall Inn, saw disproportionate representation by trans people and people of color. Because of these members of our community, many of us have the freedoms we do today. We must stand with others who face discrimination and against violence toward them.

Chris: We have made a lot of progress worth celebrating and there is still more work to do. Black voices need further amplification within the LGBTQ+ community. Visibility of our trans and nonbinary fellows are also especially key. The efforts toward equality did not end with Marriage Equality, which mostly centered and benefitted white cisgender people. The movement will always need the help of allies who listen, follow the lead of LGBTQ+ people, and use strength in cooperation with us to effect positive change.

Marissa: There is beauty in the LGBTQ+ community, being a vast one and filled with overlapping and distinct issues and opportunities. It is represented by a series of letters, acknowledging the differences of the community at large. There’s now a + symbol, signifying inclusivity. Furthermore, characteristics such as race, generation, nationality, profession, etc. each subtly impact the person’s lived experience. As allies, it’s essential to recognize unique points of view and be aware that gender identities and expressions partially inform these points of view. We must also own our growth and education. As Chris rightfully calls out, it’s not up to our LGBTQ+ teammates to expend the mental and emotional energy to teach us when there are resources available. Our conversations will be much more fruitful if they don’t have to explain the basics first.

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