Wednesday July 15, 2009, Asian Diversity/Asianlife Magazine issue # 132, July 15, 2009
Why Are Asian American Executives Scarce?
Dan Woog
She points out that IBM is one of the few US companies with enough Asian American executives to form this type of support network. The population is over represented in certain industries, particularly technology. According to Goldsea.com, an Asian American Web site, Asian Americans make up 60 percent of Silicon Valley’s professional and technical workforce and 28 percent of enrollment at the top 20 business schools. Yet eagerness and education do not necessarily pave the way to the top in any industry. Asian Americans account for only 1.5 percent of top executives at Fortune 1000 firms, according to the site.
So how can ambitious Asian Americans overcome obstacles to the executive suite? Insiders like Akutagawa say it’s important to recognize the multifaceted nature of the problem and get both individuals and companies to change the way they operate without forsaking culture or the bottom line.
Reasons for the Executive Shortage
Akutagawa cites several reasons for the scant number of top Asian American executives, beginning with stereotypes and perceptions. “It goes back to the model-minority myth of the ’60s, when we were seen as studying hard, working hard and never complaining,” she says. “In fact, at the entry level, a lot of us do that. We were raised to not rock the boat or question authority. Part of leadership is standing up for what’s right. When we sit quietly in meetings, others may see us as followers or think we lack knowledge or insight.”
Socioeconomic conditions and family backgrounds also play a role. Akutagawa says that first or second-generation Asian Americans may have no role models of success in large corporations. Recent immigrants from affluent families may have those models and can hit the ground running, even if their English may not be as strong as those who were born here.
But blame does not rest solely on Asian Americans’ shoulders. There is a pipeline of talent in large companies that is eager to advance, says Ivan Fong, executive vice president and chief legal officer of Cardinal Health Inc. But, unfortunately, there are leaks along that pipeline.
What Companies Can Do
Companies must recognize what is happening, Akutagawa says. “They bear responsibility for building a pipeline of qualified and prepared employees who can compete for top positions. They have to ensure they have a diverse pool of candidates. That means encouraging people to get broad exposure through rotational jobs, recruiting them for the executive track and going back to find people they may have missed in their first search.”
Some companies already do this. Akutagawa singled out “those who are global competitors or recognize changing demographics. They realize their customer base is evolving and that the next generation of executives won’t look like the white men they’re replacing.”
Right now, anecdotal evidence shows Asian Americans rising fastest at technology companies. That may stem from the stereotypes that Asian Americans are good at science and math, and fluency in English is not as important in those areas.
What Would-Be Execs Should Do
Fong says there are things Asian Americans can do to help their chances of getting an office in the executive suite. Immigrants who are sensitive about their accents may seem even more reserved than they are. He encourages mid-level managers to speak up more in meetings, and learn about popular culture and sports. Casual conversation about those topics is important at senior levels, he notes. So is image and exposure to those in a position to promote.
Akutagawa advises Asian Americans in all fields that “to be successful in the executive suite, we shouldn’t give up our culture and values. But we have to recognize the skills needed to be an effective leader. We have to learn to speak up and be noticed, even if it’s just to point out that we work well collaboratively.”
Showing posts with label jobs. Show all posts
Showing posts with label jobs. Show all posts
Thursday, July 16, 2009
Asian Americans: The Model-Minority Myth
Asian Diversity/Asianlife Magazine issue # 132, July 15, 2009
From Asianlife.com
Jane Hyun
"Asian Americans are good in technical fields, but are not good managers."
"Asian Americans are doing just fine; they don't need any help."
"Asian Americans are America's success story."
Even in the age of multiculturalism and political correctness, many people still believe these statements about Asian Americans. The model-minority myth is the assumption that Asian Americans have overcome all barriers to success in the US, and implies they make up an intelligent, hard-working minority group that has achieved the American Dream. Unfortunately, these depictions aren't always the case, and they have created unrealistic expectations many Asian Americans simply cannot live up to in work, academic and social settings. For every Asian American who fits the model-minority standard, there are others who are struggling to survive financially. As with any minority group, Asian Americans come from all socioeconomic backgrounds. A Vietnamese immigrant in urban Chicago shares little in common with the second generation Taiwanese American who was raised in a midwestern suburb speaking only English in the home.
Outside the Model Myth
Tom Hoang*, a 26-year-old Vietnamese American, has never felt like a model minority. His family has always struggled financially, and even now, he helps support his parents, who speak little English and are too elderly to work. He never went to college -- breaking another Asian American stereotype -- and currently works as a manager of a hardware store. “I never lived up to what my non-Asian American teachers and friends expected of me,” he says. “While I'm pretty happy with my career, as an Asian who hasn't lived up to others' expectations, I often feel alienated.”
Even Positive Stereotypes Can Hurt
The myth can also hurt professionals in work settings (http://diversity.monster.com/articles/positivebias). Karen Chan*, a Chinese
American, had worked in the finance department of a midsize retail chain for seven years and was the controller for the last two. Last year, her new boss started making odd but casual remarks about her work and http://www.hrguru.com/training/articles/331-why-are-asian-american-executives-scarce ethnicity. “My boss would make comments like, ‘I can always count on you to get the budget right, because I know Asians are good with numbers,'” Chan says. Though on the surface his comments seemed harmless, other department heads thought of Chan as a finance expert and nothing else. “I actually majored in English, and when I chose finance as a career, it wasn't because I was a quantitative expert. I knew I had an eye for detail, and I appreciated the foundation finance would provide for a long-term career in business,” Chan adds. After a while, Chan decided to approach her boss over lunch. “At first, it was hard to believe my boss's comments were said to me in this day and age,” she says. “I knew he didn't mean to make the comments to deliberately hurt me, but I didn't want him to continue doing it. I may want to make a switch to operations or marketing, and my boss's comments were cornering me into a finance career within the firm.” After their initial discussion, they both agreed to continue to communicate about these slips and to discuss them as they occur.
Overcome Perceptions
As an Asian American professional, how do you combat misguided perceptions and better inform others about Asian Americans? Chan took the time to discuss how these perceptions were misguided (http://diversity.monster.com/articles/differences/) . Another way to help foster a culturally aware workplace is to become an active member of your corporate diversity program (/asam/articles/corpamerica/) , provided your company has such an organization. Make sure you're visible; join company subcommittees and task forces, thereby becoming a voice for Asian Americans in your firm.
*The subjects for this story requested that their names be changed or removed to protect their identities.
The purpose of this article is to both provide information and facilitate general dialogue about various employment-related topics. No legal advice is being given and no attorney-client relationship created. Please see the disclaimer.
(http://discussion.monster.com/disclaimer/) for further limitations and conditions.
From Asianlife.com
Jane Hyun
"Asian Americans are good in technical fields, but are not good managers."
"Asian Americans are doing just fine; they don't need any help."
"Asian Americans are America's success story."
Even in the age of multiculturalism and political correctness, many people still believe these statements about Asian Americans. The model-minority myth is the assumption that Asian Americans have overcome all barriers to success in the US, and implies they make up an intelligent, hard-working minority group that has achieved the American Dream. Unfortunately, these depictions aren't always the case, and they have created unrealistic expectations many Asian Americans simply cannot live up to in work, academic and social settings. For every Asian American who fits the model-minority standard, there are others who are struggling to survive financially. As with any minority group, Asian Americans come from all socioeconomic backgrounds. A Vietnamese immigrant in urban Chicago shares little in common with the second generation Taiwanese American who was raised in a midwestern suburb speaking only English in the home.
Outside the Model Myth
Tom Hoang*, a 26-year-old Vietnamese American, has never felt like a model minority. His family has always struggled financially, and even now, he helps support his parents, who speak little English and are too elderly to work. He never went to college -- breaking another Asian American stereotype -- and currently works as a manager of a hardware store. “I never lived up to what my non-Asian American teachers and friends expected of me,” he says. “While I'm pretty happy with my career, as an Asian who hasn't lived up to others' expectations, I often feel alienated.”
Even Positive Stereotypes Can Hurt
The myth can also hurt professionals in work settings (http://diversity.monster.com/articles/positivebias). Karen Chan*, a Chinese
American, had worked in the finance department of a midsize retail chain for seven years and was the controller for the last two. Last year, her new boss started making odd but casual remarks about her work and http://www.hrguru.com/training/articles/331-why-are-asian-american-executives-scarce ethnicity. “My boss would make comments like, ‘I can always count on you to get the budget right, because I know Asians are good with numbers,'” Chan says. Though on the surface his comments seemed harmless, other department heads thought of Chan as a finance expert and nothing else. “I actually majored in English, and when I chose finance as a career, it wasn't because I was a quantitative expert. I knew I had an eye for detail, and I appreciated the foundation finance would provide for a long-term career in business,” Chan adds. After a while, Chan decided to approach her boss over lunch. “At first, it was hard to believe my boss's comments were said to me in this day and age,” she says. “I knew he didn't mean to make the comments to deliberately hurt me, but I didn't want him to continue doing it. I may want to make a switch to operations or marketing, and my boss's comments were cornering me into a finance career within the firm.” After their initial discussion, they both agreed to continue to communicate about these slips and to discuss them as they occur.
Overcome Perceptions
As an Asian American professional, how do you combat misguided perceptions and better inform others about Asian Americans? Chan took the time to discuss how these perceptions were misguided (http://diversity.monster.com/articles/differences/) . Another way to help foster a culturally aware workplace is to become an active member of your corporate diversity program (/asam/articles/corpamerica/) , provided your company has such an organization. Make sure you're visible; join company subcommittees and task forces, thereby becoming a voice for Asian Americans in your firm.
*The subjects for this story requested that their names be changed or removed to protect their identities.
The purpose of this article is to both provide information and facilitate general dialogue about various employment-related topics. No legal advice is being given and no attorney-client relationship created. Please see the disclaimer.
(http://discussion.monster.com/disclaimer/) for further limitations and conditions.
Subscribe to:
Comments (Atom)