A really good point noted in this article, and ignored in the comments, is that of the 'bamboo ceiling.' Yes, there are lots of Asians in tech. But they are generally programmers and rarely in managerial positions.
What kind of concerns me is that so many of the big tech companies have disproportionately more Asians, and many Asians cultures are known to be as racist or more racist. Unlike Americans, who are trained from youth to be tolerant and accepting, many immigrants are not.
Unfortunately, even with training, most people will still be biased toward hiring people like themselves.
so... this feels like discrimination, which is understandable.
> whereas I'm rarely not offered a position by a non-Asian.
... but does this feel like preferential treatment? because that's the logic you are presenting here.
"when i don't get hired, it's because of discrimination. when i do get hired, it's because i'm a good hire, not because someone else was discriminated against to hire me."
this is why these discussions are meaningless. there's no way of knowing why you did or didn't get hired. yet another reason to run your own company.
That a particularly skilled and experienced candidate was being rejected so frequently either pointed to an innate bias, more selective criteria, or inflexibility in pay. Maybe all three.
And your bias is probably one reason for why they constantly feel so overly self-conscious about that as well
But, I can certainly relate. As someone who is often involved in hiring, I feel a similar pressure. I try very hard to be objective. But, in order to feel comfortable with my decisions, I (hopefully only slightly) err towards over-hiring minorities and women.
Not that this presents much difficulty these days - it's hard enough to find qualified (and interested) candidates, in general.