Research Studies

Big Gap Between Education, Aspirations of Asian Americans and Their Representation in Management

Center for Work-Life Policy, July 2011

Despite the facts that, according to a study by the Center for Work-Life Policy, Asian Americans are 12 percent more likely than Caucasians to aspire to hold a top management position, and that Asians account for up to 25 percent of Ivy League enrollment, they hold less than 2 percent of top corporate jobs.

The study, "Asians in America: Unleashing the Potential of the 'Model Minority,'" is the culmination of focus groups, virtual strategy sessions, and one-on-one interviews conducted in 2010 with more than 2,900 respondents. A key finding is that Asians' underrepresentation in U.S. corporate ranks is due to subtle workplace biases that are masked by the general perception of Asians as a highly qualified, successful "model minority."

The study examines the uneasy place Asians occupy in corporate America. It shows how educated Asians struggle to conform to the dominant leadership model and hit a "bamboo ceiling" that prevents them from breaking into upper management positions. They report difficulties not only in "fitting in" but also in establishing the professional networks and relationships that are essential for advancement. As a result of these challenges, 63 percent of Asian men and 44 percent of Asian women report feeling stalled in their careers.

The study's authors argue that corporations need to understand and respond to these workplace realities for Asians in order to stay competitive in the global market. They highlight best practices and innovative programs that allow Asian talent to reach their full potential. Fully rounded programs, they say, should not only provide development opportunities for Asians, but also target organizational culture so that their strengths are more readily recognized by those in leadership positions.

Other key findings from the study:

Asians are more likely than other groups to value being highly compensated and to place importance on having a powerful position and prestigious title.
In contrast to the image of the unassertive Asian, the study revealed that Asians are just as likely as other groups to directly ask a manager or supervisor for a pay raise or a promotion.
Asians are more than three times as likely as Caucasians, and significantly more likely than African-Americans and Hispanics, to scale back at work – reduce their ambitions, work fewer hours, consider quitting, etc. – owing to issues of bias.
Nearly half of Asian men and women (48 percent) report that conformity to prevailing leadership models – having to act, look, and sound like the established leaders in their workplace – is a problem.
Only 28 percent of Asians say they feel very comfortable "being themselves" at work, versus 40 percent of African-Americans, 41 percent of Hispanics and 42 percent of Caucasians.
Revealing differing communication styles, results from the study show that Asians, particularly Asian women, are less likely than people of other ethnicities to share new ideas or challenge a group consensus in a team meeting.
Fewer than half (46 percent) of Asians have a mentor in their professional life, making them 15 percent less likely to have a mentor than Caucasians.
Asians are much more likely than Caucasians to have eldercare responsibilities. These range from 9 percent of Asians having elders living with them, to 30 percent providing monetary support to their parents.
Asians are more likely than Caucasians to report feeling guilty about the tradeoff between their childcare and eldercare responsibilities and their work.
Only 23 percent of Asian women have off-ramped – voluntarily leaving their jobs for a period of time – versus 32 percent of Caucasian women.