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For one employee, involvement in an employee resource group helped him find a sense of belonging
More than 30 years after David Scott was adopted, he shares how our Asian Pacific Islander employee resource group helped him connect with his Asian American heritage and culture.
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In 1985, at only three months old, David Scott, was adopted from Taiwan by his American parents. As he grew older, he began to realize he was different from his adoptive parents, who were white, and from many of his peers.
David grew up in the usual American way, with good friends and participating in activities like baseball, football, and boy scouts. But he was always aware that his experience was different and at times he didn’t quite fit in culturally with those around him. Sometimes his physical traits were an implicit barrier with friends and acquaintances, while his cultural upbringing was a hindrance in connecting with his Asian peer groups.
This missing feeling of belonging that he’s felt is one of the reasons he joined the Asian Pacific Islander (API) employee resource group three and a half years ago. Since then, he’s been an active participant and leader in the group, giving him the opportunity to learn more about people who look like him and their cultural backgrounds.
David, who works as a talent acquisition specialist, shares more about how the API employee resource group has helped him to feel more connected to his heritage and culture as an Asian American.
From the beginning, my ethnic background was considered atypical. I was born in Taiwan, but I was born as part of an aboriginal tribe in Taiwan called the Ami. The aboriginal tribes of Taiwan are considered a minority of the island. Our genetic background and physical characteristics are more like those of Pacific Islanders such as Malaysia, rather than citizens who had migrated from mainland China or others who had more of an East Asian background. I had darker skin, and I was shorter and smaller than most.
I was whisked away to the U.S. in my infancy and was raised by American parents who were Caucasian, who shared their Western culture and mindset. I also grew up with mainly non-diverse friends, from elementary to college. Early in pre-school and kindergarten, kids started to ask questions about my different looks. Naturally, I never thought twice about it – but one day after my Dad picked me up from pre-school I asked him “Am I different, Dad?”. We then had a simple discussion on my background and adoption. I was different – but I didn’t feel different.
That is a good question. I think we all seek a sense of belonging, whether it be socially or with what we call a home or a family. A sense of belonging brings comfort and the feeling of safety. This is naturally something that we all search for and enjoy.
That sense of belonging is important to me because that is what I want others to have as well. It’s that feeling of a comfortable chair or nestled in a couch or that feeling when you take off your shoes after a long day. This sense of comfort produces trust and promotes well-being, both personally and in work.
Personally, API has allowed me to be more comfortable with who I am. I know that sounds odd, but to know that you have a group of individuals that accepts you for who you are allows you to feel confident and comfortable. Our API leadership group has supported me through my lows, recently the passing of my mother. It’s reassuring to know there is a group of supporters in your corner when you are going through a tough time. This encouragement has motivated me to be engaged at work with API events, work projects, and branch out to network. API has also provided an opportunity for visibility and recognition among peers and management.
As we grow from being kids, we gain awareness of differences. When I was younger, I would get the stereotypical jokes about my eyes or my small stature. As I got older, I was always asked if I ate with chopsticks or spoke Chinese. And as a young adult, I continued to get questions of, “Where are you from?” And I would say “Richmond, Virginia.” Then the person would rephrase – - and say “Oh, I meant what is your background?” or “Where are you from?” usually emphasizing the “from.”
There have been some great memories I have had with API. First impressions can last a very long time, and the inaugural kickoff event from API has always been special. It was the awe of seeing and hearing the Japanese drums, along with astonishment that such a group of cultural appreciation and focus was something I could join at work, that really amazed me. I find I want others to have this feeling as well when it comes to events and engagements.
Last year, we had an API leadership social event at an escape room. Seeing a bunch of us, from all walks of life, we worked together to solve a puzzle and had a blast doing it. Then I had bubble tea for the first time. A good example of how we all should leverage diversity to work together and move forward, and push each other to try different and new things.
Then lastly, the most recent API Spring Festival, where I was able to get a Henna tattoo. A perfect example of cultural osmosis, pushing boundaries, and understanding the history and depth of other traditions.
David’s experience with API is a tremendous example of why all employees are encouraged to join and get engaged with our eight employee resource groups at Dominion Energy. These smaller communities within the larger Dominion Energy community allow those with shared backgrounds and interests to connect, fostering that sense of belonging, while also creating opportunities to learn from colleagues with cultural backgrounds and experiences different than their own.
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