2022 Reading Goals

Happy New Year! Below are my reading goals for 2022. Sending best wishes for this year to my fellow readers and writers, especially fellow creators of color.

Sci fi or fantasy Independent press Comic or graphic novel Picture book Non-US-based author
Novel in verse Mystery or thriller Historical fiction Short story collection Award winner
Memoir or biography Bilingual book Novel (any genre) Adapted for TV or film Romance
Horror Essay collection Poetry Middle grade Novella
Young adult Debut novel (any year) Book in a series Translated work History or sociology

2021 Reading Goals – Results

Below are the results of my 2021 reading goals. I filled more than half of my bingo slots, with a decent variety of books. As always, I did not include books I read in Japanese.

The Night Diary Mystery or thriller Heart and Soul Essay collection Memoir or biography
Trail of Lightning Nikkei history NewsPrints Lukao The Poet X
Voice of Freedom Non-US based author A Death-Struck Year History or sociology Roll of Thunder, Hear My Cry
YA fantasy Displacement Ayesha At Last The Empress of Salt and Fortune Short story collection
Village Scene, Village Herd Night Sky with Exit Wounds The Moon Within Bilingual book Translated work

I am happy to announce I got bingo, in the central vertical column. The bingo books are listed below:

  • Heart and Soul – Kadir Nelson
  • NewsPrints – Ru Xu
  • A Death-Struck Year – Makiia Lucier
  • Ayesha At Last – Uzma Jalaluddin
  • The Moon Within – Aida Salazar

Other books I read this year that qualified for a bingo category are listed below:

  • The Night Diary – Veera Hiranandani
  • Trail of Lightning – Rebecca Roanhorse
  • Voice of Freedom – Carole Boston Weatherford, Ekua Holmes
  • Village Scene, Village Herd – Yasuo Sasaki
  • Displacement – Kiku Hughes
  • Night Sky with Exit Wounds – Ocean Vuong
  • Lukao – Craig Santos Perez
  • The Empress of Salt and Fortune – Nghi Vo
  • The Poet X – Elizabeth Acevedo
  • Roll of Thunder, Hear My Cry* – Mildred D. Taylor

*Re-read

Book Spotlight: Silver Seasons of Heartache – Naoko Fujimoto

To learn more about Book Spotlight, read this.

Silver Seasons of Heartache is a collection of poems contemplating relationships, particularly the experience(s) of loss.

What I liked:

  • I purchased this book because I was curious about Fujimoto after seeing her mentioned in passing online. When the book arrived, I initially assumed it might provide a similar reading experience (for me) to Mariko Nagai’s Histories of Bodies because of its apparent focus on relationships, and I put it aside because I was not sure I was up to reading something with such a deep emotional impact. I finally picked up Silver Seasons on a whim during one of my days off and, to my own surprise, read it in one sitting. Fujimoto’s poems are incredibly readable and intensely thought-provoking.
  • Fujimoto masks the location of many of the scenes and events in her poems. Although such ambiguity would probably frustrate me in a novel, in Fujimoto’s poetry the frequent absence of geographic anchors/landmarks created a fluid reading experience. One poem seemed to run into another and I found myself turning the pages eagerly, wondering what I would read next. From what I can tell, Fujimoto ranges wide, across countries and people and time, but it is a purposeful wandering, and her spare, graceful writing brings it all together.

What I learned:

  • I think I have been subconsciously assuming a “good” book of poetry aims for unity through its contents, though each poet may arrive there in a different way. Although Fujimoto’s book certainly embodies a form of unity, in realizing this I also found myself wondering if unity is the only possible result. Perhaps unity is not the best word – but theme is not quite right, either. Do I place too much significance on titles? When I think back on the books of poetry I have read since starting this blog, I realize I have always considered each book title to be demonstrative of the poems to follow, and I would read with the goal of figuring out how the poet wanted me to understand their book title through their poems. Although I do not think this approach is incorrect, I now wonder what other approaches might be possible. Definitely something to think about the next time I read a book of poetry!
  • After reading writers like Fujimoto and Mariko Nagai, I have been thinking more about the idea of nikkei poetry and what it might look like. Should any poetry written by a person who self-identifies as nikkei/diaspora Japanese form the core definition of nikkei poetry? Should the definition be more specific and narrow, perhaps limited to poetry by self-identified nikkei poets who explicitly address themes of “nikkei-ness” or “Japanese-ness” in their works? I don’t believe there is any one right answer, but as I read more nikkei poets (in my case, defined as any poet who self-identifies as nikkei/diaspora Japanese, regardless of their subject matter or interests), I begin to wonder what “nikkei poetry” means for me.

Questions I had:

  • Why did Fujimoto choose to complete her university education in the United States?
  • Does Fujimoto identify as nikkei/diaspora in any sense? Does Fujimoto situate her work within nikkei/diaspora literature in any sense?
  • Who made the decision to italicize the Japanese words in this book? What does the editorial process look like in poetry? Do poets of color, specifically, encounter racial microaggressions during the editorial process more or less often than, for example, novelists of color?
  • How did Fujimoto draft the poems in this book? Were all the poems written only in English, or did she write any drafts in Japanese? Did Fujimoto – or her editor(s) – ever consider including any poems in Japanese?

Follow-up:

  • I look forward to reading Fujimoto’s other books!

2021 Reading Goals

Below is the bingo card for my 2021 reading goals. As always, I aim to fill each slot with a book by an indigenous author and/or an author of color.

Historical fiction Mystery or thriller Award winner Essay collection Memoir or biography
Debut novel (any year) Nikkei history Book in a series Published by independent press Novel in verse
Picture book Non-US based author Novel (any genre) History or sociology MG novel
YA fantasy Graphic novel Romance SFF novella Short story collection
Published before 2000 Poetry YA or MG contemporary Bilingual book Translated work

2020 Reading Goals – Results

To view my 2020 reading goals, click here.

2020 was quite a year, for me and for most of the world. Personally, I am happy to see this year come to a close. Here’s hoping 2021 will bring better tidings.

I am happy to announce I achieved bingo for my 2020 reading goals! Below are my bingo titles.

  • Mouth Eats Color – Chika Sagawa & Sawako Nakayasu
  • The Cooking Gene – Michael Twitty
  • The Thing About Luck – Cynthia Kadohata
  • San Jose’s Japantown – James Nagareda
  • This Is Paradise – Kristiana Kahakauwila

Here are other books I read in 2020 which also qualified for slots on my reading goals bingo card.

  • A Place Called No Homeland – Kai Cheng Thom
  • Irradiated Cities – Mariko Nagai
  • Minor Feelings – Cathy Park Hong
  • Nochecita – Yuyi Morales
  • Under the Broken Sky – Mariko Nagai
  • Warchild (Monstress) – Marjorie Liu & Sana Takeda
  • We Are Grateful/Otsaliheliga – Traci Sorell
  • You Were Always By Me – skimlines

I definitely read a lot of books by Asian authors this year. Although this is fine, I hope my reading list in 2021 will reflect a more diverse array of authors.

Fighting Racism in the Workplace, Part 2

It has been an eventful several weeks since my first post on this topic. Below is a list of some of the key events that have taken place.

  • Several meetings in person and by phone with company representatives regarding racism in the workplace and discussion of specific incidents that were reported by employees of color
  • Further discussion among employees of color about what we have experienced and witnessed since white management became aware of this dialogue
  • According to company representatives, discussions by higher-ups of a few specific actions which might be taken to make this workplace more racially equitable, prompted by employees of color suggesting these actions
  • More employees of color coming forward with accounts of racism they have experienced and/or witnessed at this workplace
  • Outreach to certain employees of color with varying degrees of institutional power, to make them aware of selected issues and to ask if they will help
  • Discussion between company representatives and employees of color about the culture of fear which prevents some employees of color from reporting their experiences with racism

Although the company has followed up with specific individuals who were identified as doing harm to employees of color, in general I am not seeing what I would describe as an overall, company-wide commitment to racial equity. I did not expect to see this commitment, but it is still frustrating. As of yet, no one in a position of institutional power has indicated a willingness to champion this fight, or even a willingness to acknowledge the true scope of the issue. There appears to be a lack of understanding about (or possibly outright indifference to) the efficacy of proactive versus reactive behavior. “If someone comes to us with a documented policy violation, then we will act,” seems to be the consensus thus far, but no one seems willing to acknowledge that this after-the-fact response does nothing to protect people from being harmed in the first place.

For now, I will observe, document, and report as necessary, while talking with more colleagues and hopefully identifying other strategies to push for robust policy and culture changes.

Fighting Racism in the Workplace, Part 1

Earlier this week, I decided to take a stand against the racism in my workplace. I have never had much faith in this company and that has not changed, but I felt I could no longer merely watch as my less privileged colleagues of color were subjected to various forms of inequity. (In other words, I am not particularly concerned about the company’s future, except insofar as it becomes a safe place for employees of color.) At this point, I have no idea if my efforts will amount to any meaningful change, since the factors required to enact change are largely out of my control – I have no institutional power at this workplace – but I hope this will be a start.

This post is the first in a series of blog posts to chronicle my experiences, mostly for my own records, but if any fellow POC are reading this and have undertaken similar efforts, feel free to @ me on twitter because I would love to hear your insights.

I have never taken the lead in an anti-racist movement at work, though I participated in one at my previous workplace. My plan in this situation is to combine what I learned from mentors and friends, personal experience, and studying the work of activists on my own time. Along the way, I hope to convince the company to bring in professionals who can do a much more effective job at implementing and enforcing necessary changes.

Below is a working (read: very rough) outline of my plan.

  • Connect with POC colleagues and determine who wants to participate
  • Establish rules for confidentiality and communication
  • Identify and reach out to potential white allies, but hold off on inviting them to any group discussions until all participating POC have ok’d
  • Create a common list of concerns requiring immediate action
  • Create a common list of acceptable solutions to our concerns
    • Identify solutions which can be immediately presented to the company (i.e. solutions the company is not likely to flat-out refuse)
    • Identify solutions which can be presented later (i.e. solutions which might be more acceptable to the company after some progress has been made)
  • Meet with company representatives to communicate our list of concerns and solutions (initial meeting to be POC only, white allies to be brought in later)
  • Set a date/timeline for the next meeting (to show them we are committed) and wait for the company’s response (likely to take some time at this workplace)
    • Use written communication to check in w/ company representatives if response is slow in coming or they appear to be trying to brush it off
  • Continue group dialogue about common concerns and acceptable solutions à identify ongoing, urgent, and/or new issues
  • Upon receiving company’s response, discuss as a group our next steps

I fully expect this list to evolve, particularly as I connect with more colleagues and, hopefully, receive their input about how to move forward. Since we have not had our first meeting with the company yet, it is hard to say what the future holds, but I plan to do my best and I hope to see the same from any colleagues who choose to join me.

The Stories We Tell Ourselves, Part 1

Many writers describe the early stages of drafting as telling the story to yourself. Lately, I have wondered, for diaspora writers* creating stories of our cultures and communities, does this process ever really stop?

Two weeks ago, I listened to some nikkei – nisei or sansei, I think – recollecting twentieth century Japanese American history. Afterwards, my mom noted how different their experiences were from hers, as a Japanese person who came to the US years after the war.

Earlier this month, I watched part of the Asian Americans history special. It mostly seemed to focus on the Asian Americans + American dream narrative – I don’t recall any detailed discussion about the relationship between Asian immigrants and the indigenous peoples of this continent, for example. At least most of the speakers appeared to be Asian American scholars, which I suppose is progress by US media standards.

Between these two experiences, I’ve been thinking a lot about what it means to be a diaspora writer (mostly in terms of nikkei) telling stories about our histories and cultures. My dad’s parents, the ones who actually lived the era of US concentration camps, were gone before I was born. Even if they were here, short of recording their words verbatim, any writing I produced about them would be my interpretation of someone else’s lived experiences. This is not a bad thing, so long as I remember that my work is an interpretation, just one possibility of many.

Have you ever witnessed live interpretation or live translation? Often, it is necessary for the interpreter or translator to make a judgment call. Subtitles on television shows are another example. How about oral history, a recorded interview with someone who lived the experience in question? Depending on the situation, maybe the interviewer is asking questions, designed to draw out the portions of the interviewee’s experiences which the interviewer deems important. And, if the interview also involves interpretation or translation, how many more ways are there to shape the resulting narrative? Later, maybe the interviewer cleans up the recording, adding another layer of editorial intervention. Again, none of these processes are “bad,” so long as anyone accessing the information understands it to be one version, not the version.

When we, the diaspora, think about history, when we try to write history, what are we doing? What does it mean when we are two, or three, or four generations removed from the events we are studying? What does it mean if, like my relatives in Japan, we are contemporaries of the events, but were at a geographic or linguistic distance from them? These are all questions for us to consider, not because they should stop us from doing our work, but because thinking deeply about our own positions relative to our work will hopefully enable us to produce better, more responsible work, whether that work comes in the form of a scholarly text, a painting, or a fantasy novel.

Sometimes, I ask family and friends in Japan for their thoughts about our history. Many do not understand my interest. Why does it matter now? Or, more politely, that sounds very interesting but is not something I know much about. These answers amaze me, because I would love to meet the relatives from my dad’s side who stayed in Japan when my grandfather immigrated, but also make clear the difference between my position and theirs.

As several diaspora writers have suggested, maybe this curiosity is particularly compelling to those of us in this space. I have seen some writers frame this curiosity as a search for home, or identity, or some other form of belonging or assurance. It seems like a very personal quest, shaped by the experiences of each individual embarking on it. In the end, though, is it about being embraced by a community or culture? Is it about being able to see yourself clearly against, perhaps even in contrast to, the backdrop of a community or culture? Is it about affirming the right to self-identification, in the eyes of those around you? Is it the desire to lose your notoriety, perceived or real, in a sea of people who look like you?

I believe all of these questions can and do coexist in many of our minds. These questions lead nikkei creators to study abroad in Japan, or sign up to be English teachers, or take a trip to a backcountry village our grandparents or great-grandparents once called home, even if no one who lives there now knows our family name. But, no matter what we are doing, or where we are, or which languages we speak, it seems to me we are all engaged in the act of storytelling. We write down or record our family histories, craft a narrative – sometimes in the form of a collage or museum exhibit – from surviving artifacts, study a language and learn whether we know it well enough to cobble together our own interpretation when no translations are available, or stand up in front of an audience and share a story out loud. We all know there is no master narrative, no single unified version everybody agrees on. Even our scholars are telling stories, though it is easier to assert the illusion of authority when one’s interpretation is the product of synthesizing and remixing a thousand other people’s interpretations (research and analysis), laced throughout with words which might be inaccessible to readers without a certain educational or linguistic background (academic jargon).

As I asked at the beginning of this post, do we, the writers of the diaspora, ever really stop telling ourselves our stories? Stories are the continuum, the ways we share and transform knowledge within and beyond our community, each of us bringing our own particular experiences to our work while simultaneously, if we are responsible, being informed by the works of our peers. Each of us has many stories to tell and each story is itself constantly changing as its creator(s) learn and grow. Our own experiences – as nikkei, as Japanese Americans, as Asian Americans – have taught us there is much we do not know, and some things we may never know, about our ancestors and our histories. Through our stories, we have found ways to fill these gaps, by telling ourselves, and each other, our own interpretations of what might have been. Perhaps, to be a diaspora creator is to be a perpetual storyteller, not only in practice but in identity, always knowing that, while this draft might be “done,” our own story is still in the midst of being told.

*This is not to say non-diaspora creators cannot relate to these same creative processes. It is also not to say non-diaspora creators exist in some vacuum free of uncertainty by virtue of not being diaspora. My personal interest is in diaspora writers, so for the purposes of this post, I have limited my thoughts to how diaspora writers, specifically, engage in the act of storytelling, relative to our position(s) of being diaspora.

April 2020 Updates

The short update is that I did not resume my Book Spotlight routine in April, nor am I sure if I will be able to do so in May. Keep reading for the longer update.

As I mentioned in my previous post, which you can read here, I work in essential services. Shelter-in-place has just been extended through the end of May. HR has yet to provide a satisfactory response to my inquiry about additional compensation for essential employees, to recognize what is being asked of us and what we are contributing to the company during this unprecedented time. Given the nature of this workplace, I am not surprised, but I will also not stop asking until I receive a definitive answer.

I have learned a lot about my colleagues in these past few weeks. My recent observations, combined with experiences at past jobs, have caused me to think deeply about ways of enacting change in various workplaces. I am recording some of my thoughts here, not because they are revelatory or innovative*, but because I can process ideas more effectively by writing them out.

  • How are the priorities of the management team reflected in their treatment of individual employees? Are employees able to trust management to treat them with respect? Does management demonstrate equal respect to all employees?
  • What forms of recourse are officially (i.e. as set down in writing by the company) available to employees who encounter an issue with another employee or with the company? Are employees able to trust the HR department to address their concerns with respect and commitment? Are employees provided with the means to contact the HR department or other appropriate departments? Are the staff of these departments properly trained to address employee concerns? What is the company policy regarding turnaround time to address employee concerns?
  • Are company policies accessible to all employees? If an employee is unable to access company policies in the “standard” form provided by the company, how many steps does the employee need to go through to receive access? Is the employee able to gain access without resorting to an informal process, such as the assistance of a colleague whose job description does not include providing this type of assistance, or the assistance of someone outside the company, such as a family member or friend?
  • Are all employees treated equally by the (formal or informal) company culture? Does the company culture favor certain employees over others? Are certain assumptions made about “all” employees which may not in fact apply to all employees? Do company policies regarding workplace behavior contain loopholes which easily enable favoritism or bias? If favoritism, bias, or bigotry are common aspects of company culture, what factors enable this situation?
  • Does the company have a track record of positive (as defined by the company and/or the employees) changes? Is the staff composed primarily of long-term or short-term employees? Is there any correlation between the company’s track record of positive changes and the employee retention rate? What traits and values do the company’s longest-serving employees have in common? What actions does the company take to encourage employees to stay?
  • What networks and support systems have employees created for themselves? Based on the nature of these networks and support systems, what are the primary concerns and values of the employees? Are there significant gaps between employee values and company values? How has the company responded to these networks and support systems? What measurable changes have been enacted by the company as a result of employee organizing?
  • Are employees able to organize safely, without fear of retaliation by the company? Are all employees aware of their rights? Has the company clearly communicated these rights to all employees in an accessible format? Does the company utilize informal methods to discourage employee organizing? Are employees penalized, directly or indirectly, for speaking up? Which specific aspects of company culture or policy might be threatened by employees advocating for themselves?
  • Do employees consider organizing to be an effective method of achieving their goals? Is there enough trust between the employees and the company for employees to safely and honestly state their concerns as a group? Do employees feel the company will listen to and address their concerns?

There is much more that could be said, but I think this is enough of a start. I tried to be general in my bullet points, but my primary concern at this job and at my previous jobs has been race. From what I have been hearing lately, many of my POC colleagues are dissatisfied with the state of things, but feel they cannot speak up, either because they fear retaliation, or because they are convinced nothing will change. There also seem to be a few who want to steer clear of any conflict, though I am not sure if they simply find it easier to play white or if they have other reasons. I have my doubts about whether things will change, but I am going to try anyway. Wish me luck!

*Many POC activists, professionals, and scholars have addressed these issues or similar ones through their individual areas of expertise.

March 2020 Updates

How is it already the end of March? When this month began, I had every intention of reading a book by a nikkei author and writing my usual Book Spotlight post, but unfortunately that is not going to happen. Next month will be back to normal, fingers crossed.

I work in “essential services” (services considered too critical by local/state/federal governments to shut down during COVID-19, for anyone reading this many months later) and the last two weeks have been overwhelming. Every time we seem to be getting a grip on the situation, another change appears out of the blue and we have to adapt all over again. It certainly makes the time fly, but it also means there are no breaks. All this to say, unfortunately I’ve been too exhausted outside of work hours to finish reading a book this month, much less write about it.

I hope all my online friends and acquaintances are making it through this time. Below are a few ways to support marginalized/POC creators and communities. The list is not comprehensive by any means.

Ways to help for free (or by contributing other people’s dollars):

  • Refer your family, friends, and acquaintances to the work of creators of color (book titles, online shops, social media pages, etc.) –> this is a great time for the people in your life to discover a new favorite POC author or artist, especially if they are spending hours at home every day
  • Encourage your family, friends, and acquaintances to order takeout from your favorite POC-owned local restaurant
  • Check in remotely with isolated POC residents (especially seniors) in your local community and if you are able to access the internet, research some resources for them (unemployment benefits, access to medical care, meal delivery, grocery pickup, social services, friendship lines, etc.) –> remember, systemic racism means outreach and support for people of color during this crisis may be less robust than support for white people, depending on the organization providing the help
  • Donate blood (if your health allows and you can access a blood donation center)
  • Volunteer your time at a local relief organization focused on assisting people of color (prep bags of groceries for pickup, deliver meals to homebound seniors, organize donation drives in your community or through a school network, etc.)

Ways to help if you have extra dollars:

  • Buy from your favorite creators of color –> check their websites and social media pages to see who is offering free shipping or special deals
  • Order takeout at least once a week from your favorite POC-owned local restaurant –> small businesses need sustained support in order to avoid closing their doors
  • Order online from your local bookstore –> if they see high demand for books by POC authors, this may encourage them to stock more POC authors on their shelves when they eventually reopen
  • Sew masks and donate them to organizations in need
  • Buy needed items for isolated POC residents (especially seniors) in your local community –> consider how difficult it is for some individuals to get to the grocery store due to issues with health and/or transportation
  • Buy high-need items for POC-focused relief organizations (hand sanitizer, isopropyl alcohol, aloe gel, masks, gloves, nonperishable foods, toilet paper, adult diapers, etc.)
  • Donate money to POC-focused relief organizations (social services, senior services, immigration services, nonprofits, food assistance groups, etc.)