Why Asian Americans Hate DEI?
The Hidden Impact of DEI
As someone who was involuntarily highlighted as a poster child for Asian American and Pacific Islander Month by my university, while simultaneously hearing classmates argue that Asian Americans owe their success to Black individuals, I can attest that Diversity, Equity, and Inclusion (DEI) offices often exacerbate racism rather than mitigate it. My experience is not an isolated one; many students across the country face similar contradictions in the name of diversity.
The anxiety of whether indicating a particular race on an application might affect acceptance chances is a reality many face. The first thought that crosses my mind every time I encounter the race question on forms is whether my racial identity will harm or help my chances. This kind of speculation shouldn’t be necessary, but it has become an unavoidable part of the application process in environments influenced by DEI policies.
What can one expect when racial identity—an immutable characteristic that goes no deeper than skin—signals to institutions that you are either “too privileged” or less deserving of a spot? This dichotomy is inherently problematic, fostering a climate where individuals are judged not by their achievements or potential, but by superficial traits.
Conversely, how can it be fair for race alone to make someone more deserving of admittance? This approach undermines the principle of meritocracy, suggesting that inherent qualities, rather than hard work and talent, should determine one’s opportunities.
I vividly remember consulting a pro-DEI teacher during my senior year of high school about my college application essay. She squinted at me and suggested, “Have you considered writing about your race in your college essay? I mean … ’cause you’re clearly not white.” In that moment, I was no longer seen as an impressive writer but rather as another non-white individual whose race should be leveraged for sympathy. This experience was disheartening and diminished my sense of individuality.
Little did my teacher know, I am half white and half Asian, two of the least favorable categories on the DEI scorecard. This mixed heritage, instead of being celebrated, often places me in a confusing limbo where I am neither “oppressed” enough nor “privileged” enough according to the prevailing DEI narratives.
Why Asian Americans Hate DEI?
Today, classrooms preach inclusivity while simultaneously dismissing white people as privileged and cultureless. The more someone is “white-passing,” the less interesting they become. This contradictory message creates a toxic environment where students are encouraged to view their peers through a lens of race and privilege rather than individual character and merit.
This narrative is damaging minds in both grade school and higher education. Consider the “model minority” stereotype about Asians, which suggests that Asians are successful due to a uniform cultural pressure to perform well. Such stereotypes, though seemingly positive, reduce individuals to monolithic groups and ignore the diversity within any racial category.
DEI initiatives, while well-intentioned, often perpetuate these stereotypes under the guise of inclusivity. They treat people as groups defined by varying levels of oppression rather than rewarding individual merit. This approach can reinforce divisive views and create resentment among students who feel unfairly categorized.
In late May, former Harvard University President Claudine Gay was honored at a separate graduation ceremony for Black students. The event, sponsored by Harvard’s DEI office, celebrated her commitment to social justice rather than her research achievements. While celebrating diversity is important, prioritizing identity over merit sets a dangerous precedent. Furthermore, the DEI office remained silent on Gay’s inability to clearly state before Congress that calling for the genocide of Jews violates Harvard’s policies, highlighting a selective approach to social justice issues.
My biracial identity, with its Asian heritage, has no bearing on my most significant roles: a child of God, a daughter, a proud sister, and a friend. It certainly does not affect my ability to seek opportunities and strive for success. My character and values are shaped by my experiences and actions, not by my racial background.
Anyone who claims otherwise shows how DEI offices profit by teaching people to judge others by their skin color rather than their character. This approach is fundamentally flawed and counterproductive to the goal of creating a fair and inclusive society.
Character is not built by meeting racial quotas but through taking risks, facing challenges, and working hard. The ability to work hard and pursue dreams is not exclusive to “white-passing” individuals. This truth is liberating and inherently non-racist, promoting a merit-based system where everyone has the opportunity to succeed based on their efforts and abilities.
What is truly unacceptable is limiting someone’s potential based on their race, especially under the guise of combating racism. Such practices are inherently discriminatory and contradict the principles of equality and fairness.
Last year’s Supreme Court decision to overturn race-conscious admissions policies marked a significant step towards fairness. However, this decision alone is not enough to dismantle the entrenched systems of racial preference in education and beyond. State lawmakers in Alabama, Florida, Indiana, Iowa, Texas, and other states are now prohibiting the use of taxpayer funds for DEI programs in colleges. Policymakers frustrated by antisemitic activism disguised as peaceful protests on campuses would do well to follow suit.
DEI is a wolf in sheep’s clothing, and it’s time we recognize it as such. Like racial preferences, DEI must also be dismantled to create a truly inclusive and merit-based society. We must focus on individual character and merit, rather than superficial traits, to foster a culture of fairness and equality for all.
Asian Americans and Pacific Islanders Are Often Overlooked in DEI (bloomberglaw.com)
