Q&A with Ryan's Employee Resource Group, Asian Collective Team

Asian American and Pacific Islander (AAPI) Heritage Month is a time to honor the rich cultures, stories, and achievements of Asian Americans and Pacific Islanders—and to celebrate the strength and contributions of our team members within this vibrant community. 

The Asian Collective Team (ACT), one of our Employee Resource Groups, is dedicated to fostering connection, representation, and belonging across the company. Through storytelling and cultural events, ACT helps deepen the appreciation and understanding of Asian cultures and perspectives across the company and community. 

Read on as three inspiring ACT members— Jenny Klausner, Associate Director of Regulatory Management at Ryan A+E, Inc.; Mai Rowe, Senior Project Coordinator; and Nghia Tran, Senior Director of Project Development—reflect on what AAPI Month means to them and how their heritage has shaped their journeys at Ryan.

What does AAPI Month mean to you, and how do you celebrate it?  

Nghia: It’s a great opportunity for us to reach out and share our culture insights with others who are not Asian American, and it also allows me to learn more in-depth about other Asian/Pacific Islanders cultures. I try to invite others to have personal conversations about what do they think about AAPI designations and what do they enjoy about Asian cultures, other than food.  

What are some actions—big or small—that our colleagues can take to honor AAPI Month?  

Mai: One of the most meaningful ways to honor AAPI Month is through intentional learning and active listening. Take the time to explore the diverse cultures, histories, and stories that make up the AAPI community—it’s not a monolith, and there’s so much richness in that diversity. Whether it's attending a local cultural event, reading a book by an AAPI author (like Kao Kalia Yang), or simply asking a colleague about their experiences (if they’re open to sharing), those small actions add up. 

 Also, support matters—whether you're choosing to uplift AAPI-owned businesses, amplifying AAPI voices in your networks, or speaking up when you witness bias or exclusion. It’s about showing up consistently, not just in May, but throughout the year. 

At the end of the day, it's about building a workplace and community where everyone feels seen, heard, and valued—and that starts with curiosity, empathy, and respect. 

Nghia: Asian team members are typical shy and discreet, so feel free to say, “Hi, and Happy Asian American Month.”. It means a lot to our team members that you’re aware of AAPI and you reach out. Introduce yourself, ask them if you can join them for lunch or invite them to have a cup of coffee or soda with you in the breakroom. Ask them about their family heritage and how they celebrate their culture. It should be a lot of fun for both. 

Who has been the most influential person in your professional career and why?   

Jenny: Honestly, it’s not just one person—it’s been a whole village. Every coworker I’ve ever worked with or for has played a role, especially the ones who welcomed me with kindness and didn’t make assumptions about who I was based on how I looked. Those positive people—the ones who saw me and not just the surface—really shaped my confidence and growth in the workplace. 

And I’ve got to give the biggest shoutout to my parents. They’re truly amazing. They adopted me from South Korea and made it a priority to introduce me to my birth culture while supporting me every step of the way. I wouldn’t be the person I am today without them—both professionally and personally. They’re basically my lifelong MVPs. 

Nghia: My first manager after I entered the workforce following graduate school in 1986. He mentored me and treated me with respect and often highlighted my accomplishment to his superior, so I have exposure to the “all white male” senior leadership team and help advance my career. 

What challenges have you faced as a professional of color, and how have you overcome them?  

Nghia: In the 90’s, I was faced with a “glass ceiling” at a private company that limited my career advancement. I overcame it by not giving up and worked harder and performed my work in excellence, so that it broke the stereotype mindset of what the leadership team thought of Asian Americans.   

What is an accomplishment that you are most proud of?  

Nghia: I have reached a point in my career that opens the door for me to engage team members and trade partners and share our differences to develop meaningful and lasting relationships.   

What advice would you give to other BIPOC professionals looking to start or advance their career in commercial real estate?  

Mai: "Advocate for yourself—because no one else is going to do it for you the way you will." That advice has stuck with me because it’s true in every job I’ve had. Whether it’s asking for the pay you deserve, making sure your contributions are recognized, or just standing firm in your decisions, you have to be your own biggest supporter. I used to struggle with that, but I’ve learned that speaking up doesn’t just help me—it sets the tone for how others should treat me. 

I think that this advice can apply to being a BIPOC professional in any industry. It’s one of the things that I’m still learning to implement in my own life.  

What motivated you to get involved in ACT, and how long have you been a member?  

Mai: As a proud AAPI woman, veteran, and someone who’s navigated a variety of industries—from the military to construction to entrepreneurship—representation and community have always mattered deeply to me. I joined ACT because I believe in the power of connection and the importance of creating spaces where our voices, stories, and contributions are not just recognized, but celebrated. 

What motivated me most was the chance to be part of something that uplifts others who may have felt like the “only one in the room”—whether culturally, professionally, or personally. ACT provides a platform to share experiences, drive meaningful conversations, and help foster a workplace that embraces inclusion beyond performative gestures. 

I also wanted to give back. If my perspective or story can help even one person feel more seen or supported in their journey, then that’s a step toward the kind of change I want to be a part of. 

Jenny: I've been a member of the ACT since it began in 2023. As an adopted Asian kid growing up in the Midwest, I didn’t have many resources or opportunities to learn about Asian culture or connect with others who shared similar experiences. That lack of representation and connection really motivated me to get involved. Joining the Asian Collective Team has been a meaningful way for me to explore my cultural roots, build a stronger sense of identity, and form new friendships along the way. It’s been both a personal and community-driven journey. 

Nghia: I wanted to join other AAPI team members at Ryan to make connections with others, have fun (first) and assist others AAPI members to grow personally (by pushing them to reach out to non-AAPI members) and grow professionally. I’ve been an ACT member for 3 years.  

What types of activities or initiatives has ACT organized that you believe have made a positive impact?  

Nghia: Team members are looking forward to our events and engaging with our team members and have meaningful, fun conversations. 

What is a favorite memory or moment you have with ACT so far?  

Jenny: Honestly, I can't pick just one—it’s more like a highlight reel of good vibes! I’ve loved the snack events in the Minneapolis office—nothing brings people together like tasty treats. It's been awesome seeing folks who aren’t even part of the group stop by, try something new, and stick around to chat. And our committee meetings? Total core memory material. We’ve got this amazing energy, like a little family that laughs, plans, and uplifts each other. It’s those moments—sharing culture, building connections, and just enjoying each other’s company—that make this experience so meaningful (and fun!). 

Nghia: Seeing our leadership team reach out to the MSP office team members and engaging in conversations in pursuit of meaningful personal relationship during our snack events in the last 2 years.  

What is something you think might be misunderstood about ACT, ERGs, or DEI in general that you’d like to clear up? 

Mai: A common misunderstanding is that ERGs like ACT—or DEI efforts in general—are only for the people they represent. But they’re for everyone. These groups aren’t about creating division; they’re about creating connection, awareness and support systems that benefit the entire company culture. 

Another misconception is that DEI is a one-and-done initiative—a box to check. But real inclusion is ongoing. It takes continuous effort, listening, and learning. ERGs provide a space to have those conversations, celebrate different identities, and collaborate on how we can make our workplace stronger and more inclusive for all. 

For me, being part of ACT isn’t just about being Asian American—it’s about showing up as my whole self, honoring the intersectionality of my identity, and helping others feel empowered to do the same. 

Nghia: That other team members who are different than you have a chip on their shoulder and they want to influence your thinking, but in reality, we only want to connect with you, get to know you and have a meaningful, respectful relationship with you. 

Why is it important to have initiatives and efforts like ACT within companies like Ryan and our industry? 

Nghia: So we work well together and always have something to celebrate about our differences.