This week’s Women in Business Spotlight features Rui Min Sim (she/her), Software Engineer at Justworks. Rui Min Sim graduated from Columbia University in 2018 with a B.A. in computer science. She is passionate about utilizing her technical background to drive meaningful solutions. She first gained exposure as a programmer as a UI/UX Designer for Columbia University’s Department of Biomedical Informatics Department, where she designed mobile and web interfaces. Her interests in using tech for social good led her to her roles as an Intern, and eventually, a Software Engineer at Justworks, she works on internal tools that support operations.
Read more about practicing allyship in the workplace, the Asian American leadership style, and debunking the sociology behind the word ‘minority.’
August 27, 2020, 11 am EDT
Written by Sarah Chu
Practicing Allyship
SC: Combating racial injustice is an uphill battle. People often struggle with how to implement methodical ways to support Black colleagues in the workplace. What are some ways we can practice allyship in the workplace?
RMS: Firms need to create a safe space for our Black employees. Nowadays, it seems like diversity, equity & inclusion (DE&I) is ‘trendy,’ but most companies aren’t fully embodying what it truly means to be inclusive. For instance, we see many companies making public statements to express solidarity, but fail to internally treat their Black employees well.
SC: I completely agree. How can we actively listen and support Black colleagues?
RMS: Great allyship is not only about listening, but also about amplifying Black voices. For instance, if a Black person shares their story or has feedback on anti-racist training, allow them to expand on their ideas. Rather than ‘speaking’ at people, we need to validate their feelings and make DE&I a collaborative effort.
Asian American Leadership
SC: I spoke with Donna Yee, a Product Manager at the Knot, last week about the Asian American experience. To expand on our conversation, there are key differences in Asian Americans and white Americans in regards to leadership styles. I’d love to hear your thoughts on this topic.
RMS: White Americans tend to be very charismatic and confident, which inspires people of similar personalities into executive positions. In contrast, Asian Americans tend to be very reliable and consistent, and therefore, we don’t automatically think of them as leaders. Based on the tech industry, it seems like you need a celebrity-like quality to fill the CEO position, whereas most Asians tend to fill CTO, COO or CFO positions. I’m making a sweeping generalization here.
SC: It is general, but I find this to be true in most cases. Being Asian American is a double-bind: you don’t want to be seen as ‘too passive’ because people won’t take you seriously. You also don’t want to be ‘too aggressive’ because that doesn’t fit into the model minority myth — that is, Asians are hard-working, quiet, and successful.
RMS: Exactly, and this is consistent with the data as well: there are only 16 Asian and 4 Black CEOs in the Fortune 500. POCs are either passed off or aren’t given this opportunity in the first place! When in fact, studies have shown that diversity actually improves outcomes.
SC: I completely agree. It’s so important to recognize how various ethnic groups lead in their own respective manners. Neither one is inherently better than the other. Until companies recognize that POC have distinct leadership methods, they don’t fully see us. This is similar to being color-blind – that is, when an Asian person walks into a room, a person does not see them as ‘Asian,’ but they simply see a ‘person.’
RMS: That’s an excellent distinction. This is why we need to commit to practicing allyship for our Black colleagues. Until we see more POC in leadership positions, white supremacy persists in the workplace.
More than a Minority
SC: The term ‘minority’ is defined as a culturally distinct group that coexists with but is subordinate to a more dominant group. This definition, however, can be expanded as someone who holds few or no positions of power in any given society. What do you think of the word ‘minority?’
RMS: Society plays on this notion that minorities are ‘lesser’ in society. They are singled out from others and often become victims of collective discrimination. Minorities are also often pitted against each other for the same few positions. With the rise in the BLM movement, I am hopeful we’re in the midst of systemic change in society.
SC: I am optimistic as well. Because of the coronavirus pandemic, everyone is (hopefully) staying indoors, and using their time to debunk their own unconscious biases. For me, that meant questioning the concept of a minority.
RMS: Yes, it starts with working on ourselves! The concept of a ‘minority’ serves as an oppressive structure against marginalized communities. There are already plenty of resources out there on white supremacy. I encourage the POC reading this blog to take back your power, look to your own history, and recognize that you are more than a minority.
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