AIRPORT VOICE, APRIL 2021 5
lot of discrimination but it
has not been blatant and not
necessarily targeted at being
Asian. It is also about being
a woman she remarked. “We
have faced sexual harassment,
denials of promotions
and earning less money than
men. It has been too easy to
dismiss women so we need
to make sure we know what
we are talking about. I chose
to speak more forcefully, and
with my experience I have
been able to be in the executive
position I have attained.”
Psychological
impact of subtle
racism
This man, who works at
the Port Authority, was born
and educated in China and
has an advanced Degree in
the U.S. He said, “I echo the
statements by well known
Asians. We can’t be silent all
the time. We need to give our
voice.”
He said there is an overarching
feeling or sense sense
of subtle bias and discrimination.
His experience is one of
bias and prejudice against
Asians.
“We often to pay the double
the work to get recognition=
and to get to the same place
professionally.” He is open to
joining Asian groups exploring
and sharing thoughts on
how to deal with these issues.
He has some conflict with
his cultural upbringing, the
need to be successful and
at the same time to assimilate.
Growing up in China
he was told to keep his head
down and work hard. The
hard work concept is still
very much alive in his day to
day. “If I am the only Asian, I
compete with my peers to get
ahead professionally by working
longer hours, more work
and spend weekends in order
to make myself stand out.”
He does not feel that there is
overt racism, but he does mention
the overheard conversations
about how they sometimes
tease him about being
lazy, when in fact the exact
opposite is true. He said, “I
don’t believe they mean any
harm” but he is also hurt by
their remarks, teasing or not.
The agency has been a
good place to work. “ It is
much better than other organization
in finding out racism
and helping employee find potential
in our work.”
In his personal life he does
find occasional overt and subtle
reactions to his ethnicity.
Once in Chinatown in NY, a
man appeared out of nowhere,
and aggressively pushed his
elder mother-in-law. He could
not report the incident to the
police because it all happened
so fast. In another instance, it
was the feeling of being over
scrutinized as he and his family
walked the boardwalk
and it seemed everyone was
looking at his Asian family.
He does admit that some of
these feelings are hard to put
into words, but he does think
about how it fits in, what others
really think of him, and
that this form of racism needs
to be changed not just for
Asians, but our society.
Assimilation
A Port aviation professional
at JFK, of first generation
Chinese descent from
both parents, said that neither
he nor his family had experienced
any hate actions.
He grew up in Queens, and
graduated with a Masters degree.
At no time did he experience
discrimination. However,
he does not look Asian
nor is his last name Asian
sounding. Asked why his
name is Americanized, he
said that his grandfather’s
name got changed when he
served in the U.S, Army. He
said that the Port is strong in
the Solidarity Against Racism
program. This resulted
from several group meetings
meant to listen and share feelings
and thoughts from employees
soon after the shootings
in Atlanta as well as to
show zero tolerance against
hate behavior. “It shows that
it (racism) won’t be tolerated
at this organization and it
supports us all standing together.
I really like that. The
agency sets a good example
cultivating all groups in diversity
and inclusion. We
have a diverse group and do
a great job hiring people. I
am proud to be here, proud to
work here. I am very blessed.”
Mitigating racism
This individual arrived in
the U.S at a very young age
from Hong Kong. He is a man
of positivity yet one of determination.
He initially grew up in the
South then lower Manhattan
in humble surroundings.
Unlike the culture of
“keeping one’s head low”
he decided he had to defend
himself. “I am not your typical
Asian. It is kind of shocking
but we have to change the
Asian hate.” Being a father of
a special needs child, he feels
this has had a positive impact
on his relationships with
other nationalities. “Special
needs tends to transcend prejudice.”
He says, referring to
the many positive interactions
he’s had with many people
who show kindness to her,
as well as the whole family.
He did find some form of prejudice
when he was younger.
In Georgia, as a teen, a brand
new kid in town in a local
Kmart experience an attitude
he never forgot. A cashier literally
threw change at me after
paying her. I didn’t yell
but called the manager and
said, ”If you’re going to throw
change at me at least make
it the right change,” he recalled.
Racism and bias he
states–“It is subtle until it is
not subtle.” However, he is always
aware of the prejudices
against his agency when an
incident occurs. “Once a negative
is shown they paint us
all with the same brush. We
need to be extra good.”
He cites excellent cultural
support in the agency with
regular multicultural seminars,
meeting with community
leaders and having different
ethnic meals, all which
tend to strengthen the bonds
of understanding in the workforce.
He says we all want the
opportunity to better ourselves
and assimilate and so
what we can do together to
resolve it the racism and bigotry.
As minorities, we all want
to mesh and assimilate into
American life.
A memory he holds close
to his heart, and inspires a
rush of patriotism, is when he
first entered this country and
had his passport stamped by a
customs agent.
He still has this as a momento
and recalls that even
then, he dreamt of being a
CBP officer.
Airport
Stakeholders
Support
CEO Roel Huinink
JFKIAT
In the recent weeks and
months we have seen many
many tragic events against
Afro, and Asian Americans
and Pacific Islander communities.
As an international
terminal located in Queens,
it is for us to acknowledge
and support anyone who
feels threatened. We prioritize
safety and security of our
customers and employees. We
understand the importance of
showing respect by promoting
inclusion, diversity and
equality to our community,
which I think are all integrated
parts of the T4 culture.
It is a distressing time and
we want to make sure everyone
feels safe. Through our
JFKIAT executive team it
is important to provide the
right resources and support
our colleagues in social injustices
and the local Queens
community through our local
programs. Our strength of
the T4 community lies in the
strength in our cultural differences.
I want to reassure
that our IAT team is fully
committed to fostering inclusive
culture with dignity and
respect for everyone.
PAPD- According to the
PAPD at JFK. Anti-hate “Is
very, very timely so we are
prepared to take necessary
action when an incident occurs.
It is a high priority. And
we are 100% highly vigilant
to the matter.”
Stewart Steeves,
CEO of LaGuardia
Gateway Partners
“LaGuardia Gateway Partners
stands in solidarity with
our Asian American and Pacific
Islander team members,
fellow LGA Terminal B employees,
and neighbors here
in Queens and around the
country. We condemn the
recent violent hate crimes
and blatant discrimination
against the AAPI community.
LGP is committed to diversity
and inclusion, and it is our utmost
priority to maintain an
environment where passengers
and employees have no
fear of harassment.”
United Airlines
In the wake of the most
recent act of violence afflicting
the Asian American and
Pacific Islander community
in Atlanta, UNITE, our multicultural
business resource
group would like to take a moment
to share and acknowledge
the grief and frustration
brought on by these horrific
acts. As a company rooted in
the spirit of “Connecting people
and Uniting the World,”
a crime against any targeted
community is a crime against
all of us. Diversity, equity and
inclusion are a cornerstone of
our culture and we have zero
tolerance for racism or hate.
Delta
Stephanie Baldwin of
Delta at JFK–Delta believes
that all people should be
treated with dignity and respect.
Violent acts or disrespectful
treatment of anyone
based on their race, nationality,
or culture is unacceptable
and wrong.
Delta’s Keyra Lynn Johnson,
Chief Diversity, Equity
& Inclusion Officer. “With
the recent increase in violence
and hate crimes toward
the Asian American and Pacific
Islander community, we
felt this was something we
needed to acknowledge, talk
about, and consider our role
in shaping a better tomorrow.”
TSA
Darby LaJoye, Senior Official
Performing the Duties of
the TSA Administrator
In a letter sent to all TSA
Employees.
We must all stand in solidarity
with the AAPI community.
Together, we must condemn
racism, discrimination
and intolerance in all forms
and reaffirm our commitment
to diversity, equity and
inclusion. I take tremendous
pride in the diversity of our
organization and am continuously
inspired by how that
diversity strengthens TSA’s
ability to excel at our mission.
Every employee is important,
and we are accountable
for ensuring a workplace
free of harassment, bullying
and other forms of discrimination.
If you witness or experience
harassment of any
kind, please reach out to the
National Resolution Center’s
Anti-Harassment Program at
(571) 227-1336, toll free at (833)
219-9022, or by email at Anti-
HarassmentCoordinator@
tsa.dhs.gov.
Queens area
Resources:
Below are some resources
that were discussed during
the meeting, which you may
find helpful.
Queens District Attorney’s
Office:
• Hate Crimes Bureau hotline:
718-286-7010
• Office of Immigrant Affairs
hotline: 718-286-6690
• General email: INFO@
queensda.org
• Crime Victim Advocate
Program: 718-286-6812
CVAP@queensda.org
NYPD Hate Crimes Task
Force:
To post videos & alert
NYPD Asian Hate Crimes TF:
• Email directly to Sgt. Lee
— AsianHCTF@nypd.org
• Twitter— @NYPDAsian-
HCTF
Resources for victims and
witnesses who are uncomfortable
going to police or
Queens DA:
1. Organization of Chinese
Americans OCA – NY Chapter:
INFO@oca-ny.org (email)
www.OCA-NY.org (website)
2. Chinese Planning Council.
212-941-0920
Info@cpc-nyc.org (email)
3. Korean Community Services
KCS, 718-939-6137
www.kcsny.org
/queensda.org
link
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/www.OCA-NY.org
link
/www.kcsny.org
/tsa.dhs.gov
link
/www.OCA-NY.org
/www.kcsny.org
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