Stories that Move
The online toolbox about diversity and discrimination
Asian discrimination
27 Aug 2024 - by Inès Toquin
As a European Solidarity Corps volunteer working at the Anne Frank House this past year, I was given the chance to reflect what role discrimination has played in my own life. I was engaged in activities related to Stories that Move and had the opportunity to interview Bertjan Doosjes, professor of social psychology at the University of Amsterdam.
He was part of the team that conducted the first research on the discrimination of Asian minorities in the Netherlands. (1) When asked why it wasn’t studied before, Doosje replies: “Previous studies focused on people of Moroccan, Turkish, or Surinamese descent. The omission of the Asian community was likely due to the perception that they faced fewer issues and were therefore not a significant concern. However, recent findings challenge this assumption, showing that discrimination does occur against Asians in the Netherlands. This research highlights the need to recognize and address these issues, at the same time affirming that Asians are integral members of society deserving equal respect and opportunities.”
Measuring the level of discrimination
Earlier research based on sending out applications to companies with identical qualifications but different names—a Dutch-sounding name alongside a Moroccan-sounding one—revealed clearly that discrimination takes place in the Netherlands. It showed that people with a Dutch-sounding name were much more often invited for an interview compared to those with a Moroccan-sounding name. This kind of discrimination is illegal, and organizations can face penalties for engaging in such practices. (2)
Pandemic
Asked if the coronavirus formed the motivation for the new research Doosje replies: “The pandemic played a significant role as many people with an Asian background were unfairly blamed for introducing the virus to Europe. This sparked questions in parliament about discrimination against Asians. However, the Minister couldn’t provide answers due to the lack of research. The Ministry of Social Affairs and Employment decided it was necessary to have an official report prepared.
China’s emerging geopolitical stature, juxtaposed with political concerns, fuels apprehensions about Chinese influence. Media coverage in the Netherlands reflects widespread distrust towards China and its global influence, contributing to hostile anti-Asian attitudes. This context may be part of the reason why people are suspicious or prejudiced towards anything associated with China.”
Chinese and Indonesian
In the report, there is a contrast between discrimination against people with a Chinese and those with an Indonesian background. Chinese people are discriminated against based on their origin, whilst Indonesian people are discriminated against based on their skin colour.
Doosje: “This distinction can be traced back to the complex historical relationship between the Netherlands and Indonesia. The Netherlands colonized Indonesia, which involved economic exploitation and cultural mixing through marriages between Dutch colonisers and soldiers and Indonesian women. Additionally, the arrival of Moluccans in the Netherlands after the UN mandated Dutch withdrawal from Indonesia in 1948 further shaped perceptions and interactions between these communities.”
The study revealed that how people identified with their Asian background, influenced their experiences of discrimination. Those who feel easily recognizable as Asian report more discriminatory incidents compared to those who feel less easily recognizable as Asian.
In the classroom
People often hesitate to acknowledge their own biases, including teachers, who typically enter the profession to support and educate children. This reluctance is understandable, as confronting biases can be uncomfortable.
Doosje believes it is more effective to acknowledge and discuss differences openly. “Sometimes, teachers might express a desire to be ‘colour-blind’, saying, ‘I don’t see colour; it doesn’t matter to me.’ However, this approach can perpetuate a myth. It’s important to recognize that people have different backgrounds and experiences. While we may differ, we can also find common ground.”
Pretending that differences don’t exist or that ethnicity doesn’t matter is often a perspective that maintains the status quo of majority norms, particularly those of the white majority. It implies that discussing or acknowledging differences isn’t necessary.
Perspective taking
Dealing with diversity can be challenging, but one effective approach is perspective-taking. When you engage in a discussion, it’s important to accurately repeat the other person’s argument before presenting your own. This process not only ensures clarity but also engages your brain in verbalizing and understanding their perspective. By doing so, you not only acknowledge their viewpoint but also gain a deeper insight into it.
Alternatively, you can have a structured conversation where each person speaks for a set time, ensuring both sides are heard. This method encourages active listening and respectful sharing of stories, fostering a deeper understanding among participants.
While there may not always be straightforward solutions to these challenges, approaching discussions with empathy and openness can lead to hopeful outcomes and prevent recurring misunderstandings.
Doosje addresses the need to develop social support strategies to help people who face discrimination. When witnessing an incident, individuals may hesitate to intervene due to concerns about the perpetrator’s reaction. But offering support to the victim —such as staying with them and checking on their well-being—can be a meaningful form of assistance in such situations.
Personal reflection
When I asked why people sometimes doubt if they’ve been discriminated Doosje answered: “When you’re passed over for a job as a woman, you’re left wondering: was it because of my gender or other factors? That’s why it’s often about perceived discrimination. Many people hesitate to label it outright because they can’t be certain and they don’t want to be seen as someone who complains.”
It made me think of my friend Sara. During a student job interview, she was asked if she spoke Spanish. Sara’s name sounds Spanish, so some people assume she speaks the language. She said that she had learned Spanish but that she actually has Arabic roots. Was it her imagination, or did her interviewer become colder afterward? She will never know. She didn’t get the position, and she didn’t even want to know why after experiencing that feeling. But I do know that she stopped mentioning her Arabic roots after that.
Sara doesn’t fit the stereotype of what an Arabic woman is expected to look like. Of course, she wondered if she was passed over for this job because she mentioned her Arabic roots or if other factors played a role.
Further reading
- The report on Experienced Discrimination of people in the Netherlands with a South-East-Asian background (in Dutch):
- Research by Iris Andriessen, Barbara van der Ent, Manu van der Linden & Guido Dekker (2015).
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