The bar on discrimination applies to all aspects of employment, including hiring, firing, promotions, benefits and workplace harassment. Illegal harassment can include racial slurs and derogatory comments.
When it comes to discriminating against Asian Americans, it will most likely be discrimination based on race, national origin or both. In most situations, these can be interchangeable. But that's not always the case.
When you look at the history of human civilization, finding a scapegoat to blame for a pandemic is nothing new.
During the 1300s, the Black Plague spread through Europe, killing an estimated 1/3 of Europe's population. Without a scientific understanding of the disease, people began looking for someone to blame and they focused on the Jews. Anti-Semitic activities greatly intensified, resulting in persecutions and genocide.
In the 19th century, Irish immigrants in the United States were blamed for cholera outbreaks. In the early part of the 20th century, Italians were blamed for the spread of polio. And as we're seeing with the coronavirus, the scapegoating continues. This time, it's against Asian Americans. What happens if this takes place at work?
Asian Americans are often portrayed as a model minority - well educated, hard-working and successful. For this reason, they are regularly left out of discussions about discrimination in the workplace and overlooked for promotion. In fact, Asians are often excluded in diversity and inclusion plans entirely.

The model minority myth has even made Asian Americans invisible during the pandemic. They are rarely mentioned by the media in economic impact reports, even though they have faced the sharpest increase in long-term unemployment. This is not surprising, since there is little understanding that 12% of Asian Americans live in poverty and that there is a huge disparity of education and income levels among Asian Americans.
For Asian workers, the anti-Asian violence has triggered demands to address the employment bias that hinders their career growth. The stereotypes - lack of leadership qualities and assertiveness - are particularly used against women, who are seen as docile and unable to fit in with the corporate executive culture.
American corporations will have to root out this kind of racial bias if they want to develop leaders who reflect an increasingly diverse employee and customer base.

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