Anti-Asian Racism in Canada: Acknowledging the Past, Shaping the Future

Cultural CompetencyRace and EthnicityAsian Heritage Month

May 2

The Stories We Tell — and the Stories We Must Remember

Canada is often celebrated for its multiculturalism — a nation that embraces diversity as part of its identity.
From coast to coast, we take pride in our inclusive ideals.

But behind this narrative lies a more complicated truth: anti-Asian racism has been woven into the very fabric of Canadian history.

Building a truly inclusive future requires more than celebration.
It demands that we confront the realities of the past — not to assign blame, but to recognize the systemic exclusions, discriminations, and violences that shaped (and still shape) our communities.

Exclusion and racism against Asian Canadians were not isolated incidents.
They were deliberate, legislated, and often socially sanctioned.

Understanding this history equips us to dismantle the barriers that persist today — and to create workplaces and communities that are genuinely inclusive, equitable, and just.

A Brief History of Anti-Asian Racism in Canada

Anti-Asian racism is not a new phenomenon. It has deep roots in Canada's policies, institutions, and social structures — with consequences that continue to reverberate today.

Some key moments in this history include:

🔹 The Chinese Head Tax (1885–1923)
After benefiting from Chinese labour to complete the Canadian Pacific Railway, the federal government imposed a discriminatory tax solely on Chinese immigrants.
This tax began at $50 and rose to $500—equivalent to two years' wages at the time—intended to deter Chinese immigration altogether.

🔹 The Continuous Journey Regulation (1908)
Designed to bar immigrants from India, this law required that immigrants arrive directly from their country of origin—a near-impossible condition.
The 1914 Komagata Maru incident, where a ship carrying South Asian passengers was denied entry into Vancouver, exemplified this exclusion.

🔹 Japanese Canadian Internment (1942–1949)
During World War II, over 22,000 Japanese Canadians were forcibly removed from their homes, had their properties confiscated, and were interned—despite the majority being Canadian citizens.

🔹 The Disenfranchisement of Asian Canadians
Until after World War II, Chinese, South Asian, and Japanese Canadians were barred from voting in provincial and federal elections.

🔹 Modern-Day Incidents
In recent years, particularly during the COVID-19 pandemic, Canada saw a sharp rise in anti-Asian hate incidents, ranging from microaggressions to violent assaults.
Reports show that Asian women, in particular, face heightened risks due to the intersection of racism and misogyny.

How the Past Shapes the Present

The legacy of anti-Asian racism is not merely historical—it lives on today in the structures and systems we navigate every day.

Today, these historical exclusions still shape:

Workplace barriers to leadership advancement for Asian employees.
Stereotypes (e.g., the "perpetual foreigner," the "model minority") that erase the diverse realities of Asian Canadian experiences.
Unequal access to healthcare, mental health supports, and public services tailored to diverse needs.
Underrepresentation of Asian Canadians in positions of decision-making, advocacy, and corporate leadership—despite strong representation in professional sectors.

Recognizing this throughline is essential if we are serious about creating workplaces—and a country—that truly embodies inclusion.

We cannot solve what we do not first acknowledge.

How Organizations Can Lead the Change

Building workplaces that are genuinely inclusive of Asian employees requires moving beyond celebration months toward systemic action.

Here’s how organizations can start:

Acknowledge the Past — Openly and Honestly
📌 Incorporate education about anti-Asian racism into DEI training—not just U.S.-centric civil rights history, but Canadian history too.
📌 Recognize the impact of past exclusions on current workplace dynamics and systemic inequities.
Examine Leadership Pipelines
📌 Review promotion, sponsorship, and leadership development programs to ensure they are equitable—not just in representation, but in advancement outcomes.
📌 Challenge biases about leadership style—valuing relational leadership, strategic thinking, and diverse approaches to communication.
Create Space for Storytelling and Lived Experience
📌 Encourage voluntary sharing of stories, perspectives, and lived experiences from Asian employees—through panels, storytelling initiatives, or employee resource groups (ERGs).
📌 Prioritize consent, safety, and psychological support when inviting storytelling.
Invest in Community Impact
📌 Support Asian-led organizations and initiatives—not only through donations, but by building long-term, meaningful partnerships that drive systemic change.
Strengthen Allyship Practices Year-Round
📌 Offer tangible guidance on interrupting anti-Asian microaggressions, stereotypes, and exclusionary behaviors.
📌 Frame allyship as an ongoing, daily commitment—not a one-month-a-year initiative.

Conclusion: From Acknowledgment to Action

Inclusion without acknowledgment is hollow.
To honor the diversity, brilliance, and contributions of Asian communities in Canada, we must first confront the realities of racism—past and present.

But acknowledgment is only the beginning.

True inclusion demands action, transformation, and a reimagining of how we build workplaces where every individual—of every background—can thrive and lead.

At Erin Davis Co., we work with organizations committed to moving beyond performative gestures toward authentic, lasting inclusion.

📩 Connect with us at erin@erindavisco.ca to begin building the future of inclusion—together.

References:

Erin Davis