Racial Profile of the US 2045

Diversity, Equity, and Inclusion doesn't have to be painful

The diversity, equity, inclusion, and belonging (DEIAB) training doesn’t have to be painful and guilt-ridden. Learning about different cultures can be fascinating, eye-opening, and enlightening. As a professional speaker and entertainer, Jolene Jang knows how to engage employees.

Consider hiring a professional to facilitate delicate discussions on sensitive subjects.

Who is included your DEIAB efforts?

Examine your diversity, equity, inclusion, accessibility, belonging initiatives. What percentage specifically includes Asian American, Native Hawaiian, Pacific Islander employees? Are your surprised to find a teeny, tiny number? This is common, you are not alone, but organizations are catching on and see a financial case to include the AANHPI group.

Why should we pay attention to AANHPIs?

As the largest group of humans on the planet and with the AANHPI population growing at the fastest rate in America, with the fastest growing purchasing power and highest median incomes, it’s crucial to address their unique experiences in DEI programs. If you want to attract and retain employees and customers, then you need to be Asian Inclusive. With descendants from 48 countries, three territories, 2300 languages, and various religions, AANHPI individuals deserve to be included and heard in creating a psychologically safe and inclusive work environment. Asian American Market

Do you know that the Asian American Experience is different than the Black Experience? Of course.

Yet, most DEI programs do not include any specifics about Asian Americans. The Asian American lived experience is not the same as the Black or LGBT experience, however they are many commonalities.

To foster a sense of belonging, we need to listen and gain a better understanding from the specific perspectives of AANHPI individuals. Given the broadness of the AANHPI category with its many factors, hearing diverse voices is essential in building strong and inclusive work teams.

As I approach discussions on race and culture, I do so with care and sensitivity. In my training programs:

  •   I share real-life stories gathered from conducting hundreds of interviews with Asian Americans, illustrating how this impacts individuals.
  •   To involve participants, I use gamification techniques to ease into delicate discussions and frame the programs with familiar and comfortable associations, such as “Name that Tune,” to engage participants.
  •   Additionally, I explain the relevance of this information to their lives today.

Are you preparing for the rapidly changing demographics in America? It’s crucial to prioritize AANHPI inclusion in your DEIAB efforts to create a truly inclusive workplace.