The “Model Minority” Myth

We don’t talk about it much in Australia — partly because the term “model minority” came from the U.S., and partly because we like to think we’re “past” racial stereotyping. But scratch the surface in our workplaces, classrooms, and community spaces, and you’ll see it’s alive and kicking here too.

What is the “model minority” stereotype?

Coined in the U.S. in the 1960s, it described certain migrant communities — particularly East Asian — as “proof” that hard work and quiet assimilation lead to success.

In Australia, the idea crept in quietly after the dismantling of the White Australia policy. As highly skilled migrants from Asia arrived in the 1970s onwards, media and policy narratives began painting them as the “good migrants” — educated, high-achieving, no trouble.

Sounds flattering, right? Who wouldn’t want to be seen as capable and diligent?

But here’s the catch: every stereotype, even the “positive” ones, flattens individuals into a single story — and that story has consequences.

Why the “model minority” label is seductive… and dangerous

It’s seductive because it feels like praise. If you’re assumed to be smart, hardworking, and self-reliant, you might be trusted with technical work, placed in advanced classes, or seen as low-maintenance.

But it’s dangerous because:

1. It erases diversity : “Asian Australian” is not a monolith. The 2021 Census shows more than 20 distinct Asian heritage groups here, with vastly different migration histories and socio-economic realities. Yet the myth lumps them together, masking disadvantage in communities like Vietnamese, Cambodian, and Burmese Australians, many of whom face barriers in education, housing, and employment.
   

2. It hides barriers in leadership: The AHRC’s Leading for Change report found that while 17.4% of Australians have Asian ancestry, only 3.1% of ASX 200 CEOs do. That’s a bamboo ceiling — a polite way of saying “we like you in technical or middle management, but not at the decision-making table.”
   

3. It excuses systemic bias : ANU résumé studies show that applicants with Chinese, Middle Eastern, or Indigenous-sounding names need to submit up to 68% more applications to get the same callback rate as someone with an Anglo name. The model minority myth tricks people into thinking Asian Australians don’t face racism — which lets discrimination slide under the radar.
   

4. It silences struggle : Students from migrant backgrounds who aren’t excelling academically can be overlooked because teachers assume they’re “fine.” Mental health challenges are often hidden because of cultural stigma and the pressure to keep up the “model” image.
   

It divides communities: The narrative is sometimes weaponised to pit groups against each other: “If they can succeed, why can’t others?” This ignores the vastly different migration pathways, starting points, and systemic barriers other communities face.

Allow me to explain further :

Corporate: A Sydney-based engineer of Chinese heritage delivers outstanding results for a decade but is told she “needs more executive presence” before being considered for leadership — despite mentoring half the team already.

Education: A Cambodian-Australian student in Melbourne struggles with English literacy, but is kept out of remedial programs because teachers assume she’s “good at school” due to her background.

NFP/Community: A diversity campaign features a high-profile Asian-Australian entrepreneur as the migrant success story, while ignoring the needs of less visible communities within the same demographic.

{Incidentally - all these examples are clients of mine}

Why well-meaning people uphold this bias without realising

Because it feels like praise, the model minority myth slips past our bias radar.

We don’t stop to ask: “If I’m assuming this person is hardworking because of their background… am I also assuming other people aren’t?” Or, “Am I overlooking who’s not in the room because I believe their community is ‘already represented’?”

In Australia’s corporate and education culture — where we prize a “laid-back” style — the myth can also be a quiet excuse to exclude those who don’t fit that mould from leadership or creative roles.

So how do we break the myth?

• Name it in your DEI work : Include the “model minority” stereotype in unconscious bias training. Make it clear: a stereotype — even a flattering one — is still bias.
  

• Disaggregate your data : Don’t just count “Asian Australians” as one group. Track representation and outcomes by heritage subgroup to see where support is really needed.
  

• Redesign leadership pathways : Partner with initiatives like the Asian Australian Leadership Summit to develop talent pipelines that address the bamboo ceiling head-on.
  

• Check your classroom and hiring assumptions : In schools: don’t skip literacy or wellbeing checks based on background. In recruitment: challenge “culture fit” language that masks bias.
  

• Change the migrant success story narrative : Media, internal comms, and campaigns should highlight a range of migrant stories — not just the top 1% high-achievers.

Over to you now,

In your workplace, boardroom, classroom, or hiring panel — have you ever:

• Assumed someone would be diligent or low-maintenance based on their heritage?

• Overlooked an Asian Australian colleague for leadership because they “don’t have the right presence”?

• Believed a community doesn’t need extra support because “they’re doing fine”?

If you nodded “yes” (even quietly in your head), that’s the model minority stereotype at work.

Recognising it is the first step. Unlearning it is where real leadership begins.

Ready ? Get in touch with me to learn how you can start today by emailing me at [email protected]