Asian American communities are clearly split on whether affirmative action in college and university admissions disadvantages Asian American applicants.
By Edna Chun
RacismReview • July 2, 2016
Asian American communities are clearly split on whether affirmative action in college and university admissions disadvantages Asian American applicants. Add to this the fact that some institutions do not even consider Asian Americans as underrepresented minorities (URM’s) in their employment outreach efforts or student enrollment processes.
Complaints filed with the Department of Education suggest that being Asian American can be a disadvantage at some Ivy League institutions. Take, for example, Michael Wang who had a perfect ACT score and had taken 13 Advanced Placement Courses. Wang filed a complaint with the U.S. Department of Education after not being admitted to Yale, Stanford, and Princeton, alleging discrimination based on race.
According to Princeton sociologists Thomas Epenshade and Alexandria Radford’s study of eight selective public and private universities, Asian American applicants at these institutions received a 140 point penalty compared with whites.
In the view of commentator Hrishikesh Joshi, since affirmative action addresses historic injustice such as that faced by Asian Americans for generations, it is difficult to understand how this reverse differentiation argument can be applied to Asian Americans when compared to whites. The exclusionary educational treatment of Asian Americans today is reminiscent of the strategies by which elite universities such as Harvard, Yale, and Princeton limited Jewish enrollment beginning in the 1920’s and continuing into the World War II period.
Opposition to affirmative action by Asian Americans includes the complaint filed by the Asian American Coalition for Education (AACE) with the Departments of Education and Justice in May 2016, noting the decrease or flat level in Asian American student representation at Dartmouth, Brown, and Yale over the past twenty years as a result of “holistic” admissions review processes that consider race as one factor among many.
In addition, the Project on Fair Representation, a one-person organization run by Edward Blum, a wealthy conservative entrepreneur who initiated the Fisher v. University of Texas lawsuit among other legal challenges, has filed suit against Harvard University based on the alleged differential treatment of Asian Americans. The Harvard suit charges that Harvard has set admissions quotas for Asian American students and subjected them to higher standards than other students as well as to stereotype bias.
So why the sudden interest in Asian Americans as reflected in Blum’s efforts to recruit Asian American students to his cause?
As Alvin Evans and I point out in Affirmative Action at a Crossroads: Fisher and Forward, this move is designed to splinter the interests of ethnic and racial minority groups. In an article in the UCLA Law Review, Nancy Leong underscores the fact that conservatives who oppose affirmative action are misusing Asian Americans to portray the “wrongs” of affirmative action. They have not shown an interest in major issues that impact the well-being of Asian Americans such as fair housing, voting redistricting, and employment opportunities. By characterizing the harm of affirmative action as applying to both whites and Asian Americans, conservatives can mask their underlying opposition to programs that disrupt racial hierarchy through the alleged “harm” of affirmative action. As Leong explains,
Affirmative action opponents wish to conscript Asian Americans into their opposition because doing so makes them look less racist.
By contrast, consider the fact that in employment processes for federal contractors under Executive Order 11246 and Chapter 60 of Title 41 of the Federal Code of Regulations, minority groups are considered in aggregate rather than separately. Since all minority groups face forms of oppression historically and up to the present day, this broader grouping of minorities acknowledges the need to address the common barriers faced by minority groups within institutions, agencies, and corporations that receive more than $50,000 in federal contracts and have 50 or more employees.
We know that Asian Americans face significant barriers in their upward mobility. As Jennifer Lee and Min Zhou underscore in their recent book, The Asian American Achievement Paradox, Asian Americans are extremely limited in their representation in leadership positions at the academic department and university administrative level, and make up less than 1 percent of corporate board members, and 2 percent of college presidents.
To assert that Asian Americans as a “model minority” do not need assistance in overcoming social and institutional discrimination overlooks the structural, organizational, and behavioral barriers they face as members of an American minority group.
In their insightful interview study, The Myth of the Model Minority, Rosalind Chou and Joe Feagin indicate that the subtle and even blatant forms of stereotyping and discrimination faced by Asian Americans is an untold story and represents “a very harmful invisibility (p. 3).” Because Asian Americans lack a constituency, have few public intellectuals, and have failed to organize effectively as a minority resistance group, forms of discriminatory treatment can be exercised without fear of retaliation.
The need for Asian Americans to work collectively with members of other minority groups for racial and social justice is best summed up by Frank Wu, Chancellor of the University of California’s Hastings College of Law:
Add to that the anger over college admissions, which has been portrayed by demagogues as inexorably pitting Asian Americans against African Americans (and Hispanics) — a framing that is as inaccurate as it is inflammatory to all involved — and there is a mess that foreshadows the worst of our changing demographics. It likely confirms the negative perceptions of white observers.