Asian American and Pacific Islander (AAPI) professionals have long been overlooked in organizational efforts related to developing and promoting talent. This tendency to exclude AAPI professionals extends into the healthcare industry and has been driven largely by the model minority label that portrays this group as one that is untouched by discrimination, enjoying unfettered economic and professional outcomes. These broad strokes, however, negate workplace disparities that exist within this group, such as the underrepresentation of Filipino, Vietnamese, and Hmong American professionals. It also ignores the fact that AAPI professionals have the worst leadership outcomes out of any racial group. In this chapter, we challenge and question the ethics of excluding the perspective and unique challenges faced by AAPI professionals in healthcare. We draw from two organizational theories, including the job demands–resources and conservation of resources theory, to discuss the need for looking at career pathing and outcomes for AAPI professionals.