This is a huge problem
Where are the AAPI women executives?
In my entire corporate experience of 15 years, 87% of my managers were white males.
I went to work for a South Asian woman founder & CEO in 2015. Within two years, the C-Suite became all white males. By 2020, I was one of two Asian American women in director-level roles. None above.
Today, there are four Asian American women CEOs in Fortune 500 companies. None in the Fortune 100.
The bamboo ceiling problem.
65% of AAPI managers say that the bamboo ceiling is a huge barrier and that Asian Americans are seen as doers and not leaders.
While there’s high Asian American representation at entry-level jobs, there’s a huge drop off (80%) when it comes to promotions to senior levels.
Asian Americans are 50% as likely as their white men and white women colleagues to have positions within two reporting levels of the C-suite.
“When people look at us, they don’t really see a leader. They see someone smart, good with numbers, but not someone who can lead a team.”
A complicated experience.
Being of East Asian descent with fair skin, there are systemic inequities that do not affect me the way it does other groups. I don’t get suspecting looks while browsing a retail store or worry about my life if I get pulled over.
That said, the AAPI community often gets dismissed as being “people of color,” are excluded from DEI efforts, but are certainly not treated as being white.
Micro-aggressions and biases still exist — a coworker confuses their colleague for another because they “look alike.” A manager assumes their team member is a “model minority” and is timid and overly compliant.
The effect, over time, is that we are easily passed over for additional support, opportunities, and promotions.
A huge group with diverse outcomes.
There are 20 million Asian Americans (6% of the population), with a huge gap in ethnic and socioeconomic status.
AAPIs are overrepresented in high-paying fields like engineering, finance, and tech and are also overrepresented in low-paying jobs like nail shops, sewing companies, and cooking.
54% of Asian Americans born in the US have bachelor’s degrees while 20% live in poverty.
Asian Americans are often seen as a monolith (a uniform group that’s one of the same). However, Asians have the biggest income disparity than any other race group in the US.
What can be done?
Managers and leaders could continue to have implicit bias training and better understand the diverse makeup of the AAPI community (and other groups).
They can support AAPI professionals by identifying behaviors of holding back and creating space for employees to speak up.
“My cultural upbringing makes it more difficult to feel comfortable advocating for myself. It’s a confidence issue—I’m almost afraid that I’ll get fired.
For all of us, it’s continuing to knock down stereotypes. Speak up. Know our worth. Draw clear boundaries. Find supporters and sponsors. Build and foster our network.
In most instances, you will be able to break through if you have:
A strong understanding of business needs.
Documentation of your contributions/values.
A strategic communications strategy.
The right decision makers.
If that doesn’t work, the writing might be on the wall. Start to plot your next move and take your talent elsewhere, where diversity is celebrated.
So how does Wildlight fit in?
Well, my friend. This is the exact type of work that I do.
Through clarity exercises, we uncover your talents and strengths. With proven sales training, you will learn how to sell/negotiate your worth.
Maybe you’re in a rut and unsure of how to move forward. Or you keep getting strung along at work, with no promotion in sight. Perhaps you’re tired of getting looked over for opportunities.
Let’s see if we’re a good fit to get you to your next level: Book a discovery call with me.
Sources:
Asian American Workers - McKinsey & Co, Sept 2022
Battling Discrimination - Forbes, Sept 2021
Greater Inclusion - Bain & Co, May 2022
