In this illuminating exploration, we shed light on the often-underestimated challenges faced by the Asian American and Pacific Islander (AAPI) community.
Drawing inspiration from the insightful report "Asian American Workers: Diverse Outcomes and Hidden Challenges" by McKinsey & Company, we delve deep into the realm of unconscious bias and discrimination, which profoundly impacts this diverse and dynamic community. Join us on this journey as we uncover hidden struggles, celebrate resilience, and advocate for change, working together to create a more inclusive society for all.
The McKinsey report has revealed a compelling narrative. With over 20 million Asian Americans residing in the United States, this community comprises a mosaic of US-born citizens, naturalised citizens, and foreign-born residents. Within the tapestry of Asian American workers, we find that 35 percent are East Asian, 35 percent are Southeast Asian, and 27 percent are South Asian, collectively constituting approximately 7% of the nation's population.
This diversity extends further when we consider the rich tapestry of ethnicities within the Asian American community. People identifying their heritage as Chinese, Indian, or Filipino represent the largest shares. The significance of these statistics lies in their capacity to offer a nuanced understanding of the myriad challenges faced by Asian Americans in the United States, often obscured or ignored. Equally, they beckon corporate leaders to consider strategies to better support and uplift this vital, yet overlooked segment of the US population.
As we conclude Asian American and Pacific Islander Heritage Month, we seize the opportunity to spotlight their remarkable achievements as CEOs, entertainers, champion athletes, physicians, and dedicated first responders. However, despite these impressive accomplishments, they frequently remain under-appreciated and subject to misconceptions in both the US workplace and society at large, particularly among subpopulations grappling with economic disparities.
Source: Pintrest
So, what is the underlying issue?
Asian Americans and Pacific Islanders have etched indelible marks on American society through their contributions across various sectors, spanning from the Chinese labourers who built the first transcontinental railroad in the 1800s to their contemporary roles as corporate leaders, innovators, entertainers, sports figures, and healthcare professionals. These accomplishments are undoubtedly deserving of recognition and celebration.
Yet, despite their remarkable contributions, Asian Americans and Pacific Islanders continue to encounter challenges and are frequently misunderstood and overlooked, particularly among subpopulations facing economic adversity.
In response to the pandemic, Asian Americans and Pacific Islanders have confronted barriers both in the workplace and society at large. Subpopulations within these communities have experienced unfavourable economic outcomes, including lower wages and limited career advancement opportunities.
Regrettably, there has been a surge in anti-Asian violence and hate crimes against Asian Americans in the wake of the COVID-19 pandemic.
The Asian American-Pacific Islander Equity Alliance, a nonprofit based in California, documented a staggering 10,370 "hate incidents" from March 2020 through September 2021. These incidents encompass verbal harassment, service refusal at businesses, online abuse, assaults and property damage.
How does this reverberate in the workplace?
Asian Americans and Pacific Islanders remain underrepresented in leadership positions, constituting only about 3% of such positions despite comprising 7% of the US population, as reported by The New York Times. This disparity has prompted a clarion call for increased inclusivity and authentic diversity within companies to bridge this divide.
Furthermore, the pervasive model minority myth, which portrays Asian Americans as universally successful and affluent, obfuscates the diverse experiences and challenges within the community, perpetuating a lack of understanding and support for those who need it most.
The broad dispersion of Asian Americans across industries and roles underscores the diversity of their experiences in the workplace. They are overrepresented in low-paying occupations such as manicurists, cooks, and sewing-machine operators while also being overrepresented in higher-wage technical fields such as software development and computer programming. The significant wage disparities between these occupation clusters have contributed to Asian Americans experiencing the highest income inequality among races in the United States.
By acknowledging and appreciating the unique experiences and contributions of Asian Americans and Pacific Islanders, companies can foster a more inclusive workplace that benefits everyone.
What does leadership look like?
The trajectory of advancement for Asian Americans within the corporate hierarchy reveals a concerning trend. While they are well-represented at the entry level, this representation diminishes significantly at senior management levels. For instance, McKinsey's Women in the Workplace study, conducted in 2021, found that Asian Americans account for 9 percent of senior vice presidents but only 5 percent of promotions from senior vice president to the C-suite. Asian American women make up less than 1 percent of these promotions.
The report also underscores that Asian American professionals perceive lower levels of fairness, feel less able to express their authentic selves at work, and report less effective sponsorship for career development compared to their White peers.
“I do think that 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.”South Asian woman, 30s, immigrant as a child, software engineer
What's missing in the corporate landscape?
To better support this essential segment of the population, corporate leaders must prioritise equitable hiring practices that promote diverse candidates into leadership positions. Initiatives and programs providing targeted resources and support for Asian American and Pacific Islander employees, such as mentorship programs, employee resource groups, and culturally sensitive training, should be actively invested in.
Education and awareness are key to dispelling misconceptions and fostering understanding. Companies should encourage open dialogue and provide educational resources to employees, allowing them to gain a deeper understanding of the diverse experiences within the Asian American and Pacific Islander communities. Such knowledge is pivotal in promoting empathy and dismantling barriers that hinder the full inclusion and support of these communities.
Is there hope on the horizon?
The challenges faced by Asian Americans often elude senior leaders, who are disproportionately White, due to three misconceptions: the model minority stereotype, the myth of the monolith, and the perpetual-foreigner mindset. These misconceptions hinder the progress of Asian Americans in the workplace and their sense of inclusion.
The report "Asian American Workers: Diverse Outcomes and Hidden Challenges" recommends several constructive steps:
Companies should gather data disaggregated by ethnicity to understand specific contributions, challenges, and needs.
Senior management should utilise granular data to inform corporate leaders about critical moments in the professional life cycle of Asian Americans, including recruitment and evaluation, while eliminating implicit bias from job interviews and evaluations.
Develop programmes that educate employees on identifying and addressing inappropriate or biased behaviour to enhance inclusion for Asian American workers.
Create sponsorship opportunities for Asian American workers for effective career advancement, particularly at higher corporate levels.
Address Asian American issues as part of the corporate social responsibility agenda to mobilise Asian American employees, educate the workforce about the Asian American population and its subgroups, and promote inclusivity.
In conclusion, the report "Asian American Workers: Diverse Outcomes and Hidden Challenges" underscores the necessity for ongoing efforts to craft effective policies and strategies. Companies in the United States possess the tools needed to recognise Asian Americans' needs at work and provide the corresponding support. By doing so, we can unlock the full potential of Asian Americans as valuable citizens and colleagues, ending the era of overlooking this crucial population.
But before we go we invite thoughtful reflection on these key questions:
What strategies can companies implement to address unconscious bias and discrimination against Asian Americans in the workplace effectively?
How can companies promote the visibility and representation of Asian American and Pacific Islander voices in leadership positions?
Have we considered the unique experiences and contributions of Asian Americans and Pacific Islanders in our journey toward a more inclusive and equitable society?
These questions serve as catalysts for dialogue, action and progress, guiding us toward a future where the potential of every individual is recognised, celebrated, and fully realised. Together, we can break the silence and empower Asian American and Pacific Islander voices against unconscious bias and discrimination.
We invite you to share their thoughts and insights on the contributions, obstacles, and potential solutions discussed in this post. By joining the conversation, we can collectively work towards a more inclusive and supportive society for Asian Americans and Pacific Islanders. Let us strive for understanding, empathy, and actionable change. Share your comments and help us create a brighter future together.
Source: Michael Chui, Ishanaa Rambachan, McKinsey & Company
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