The purpose of this study was to uncover the racial microaggressions that Asians and Asian Americans experience in the workplace. Qualitative interviews and focus groups were conducted with 19 Asian and Asian American men and women, representing a variety of Asian ethnicities, with work experience in various industries. Results revealed seven themes of workplace racial microaggressions: (a) Invalidation of Individual Differences, (b) Unrecognized Contributions and Undervalued Employee, (c) Being Singled Out, (d) Demeaning Cultural Values and Communication Styles, (e) Ascription of Subservience, (f) Ascription of Diligence, and (g) Ascription of Math Competency. These seven themes were classified into two broader categories. The first four themes were classified into general microaggressions, which embodied microaggressions experienced by Asians but could also be experienced by other people of color. The last three themes were classified into stereotype-based microaggressions, which embodied how Asians were treated differently through the lens of stereotypes that others held of Asians. Although, Ascription of Math Competency and Ascription of Diligence may be seen as positive, these microaggressions yielded more assigned math-related work rather than the employee’s preferences and longer working hours, respectively. The effect of these microaggressions rendered Asian employees as visible in terms of their race, whereas invisible in terms of their professional contributions. Implications of these findings for improving experiences of Asians in the workplace are discussed.

中文翻译：

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亚洲人和亚裔美国人在工作场所经历的一般性和基于刻板印象的微侵犯：一项定性研究

这项研究的目的是揭示亚洲人和亚裔美国人在工作场所经历的种族微侵犯。对 19 名亚裔和亚裔美国男性和女性进行了定性访谈和焦点小组调查，他们代表了不同的亚裔种族，拥有不同行业的工作经验。结果揭示了工作场所种族微侵犯的七个主题：（a）个人差异无效，（b）贡献不被认可和低估员工，（c）被孤立，（d）贬低文化价值观和沟通方式，（e）归属于屈从， (f) 勤奋归因，以及 (g) 数学能力归因。这七个主题分为两个更广泛的类别。前四个主题被归类为一般微侵犯，其中体现了亚洲人经历的微侵犯，但其他有色人种也可能经历。最后三个主题被归类为基于刻板印象的微侵犯，它体现了通过其他人对亚洲人的刻板印象如何对待亚洲人。尽管数学能力归属和勤奋归属可能被视为积极的，但这些微侵犯分别导致了更多与数学相关的分配工作，而不是员工的偏好和更长的工作时间。这些微侵犯的影响使得亚裔员工的种族变得显而易见，而他们的专业贡献则变得不明显。讨论了这些发现对改善亚洲人工作场所体验的影响。