What is glass ceiling for Asian Americans?
The term glass ceiling refers to the barriers that face Asian American women and men in the workforce. Sometimes, instead of “glass ceiling”, it is called “bamboo ceiling.” This metaphor describes the difficulties that they face with breaking into higher levels of leadership or influence in a company.
While Asians may be well-represented across the various levels of the general workforce, there is a noticeable lack of Asian executives in American companies. The reason for why these barriers occur are not evident- but they are outstanding and prevalent problems that point to deeply ingrained systemic challenges that hinder Asian Americans in the workforce. These obstacles, in particular, affect Asian women the most.
Lack of Representation
According to a study done on AAPI representation in the American corporate workforce, only 1 in 285 Asian Women is in a high level of leadership at a company, while there 1 in 118 of the general workforce is an executive. This striking disparity indicates the severe lack of representation of Asian women, and the need to bridge both the gender and race gap in corporate leadership.
Ascend Research’s Executive Parity Index measures the percentage of executives within corporate professionals by race and gender, illuminating the disparities that are present in American companies. Their research indicates that AAPI women place second to last in terms of representation, while AAPI men place fourth to last. This research shows the heavy discrimination that Asian Americans, espiecially women, face in the work force. According to NPR,
Asian women are especially underrepresented. Out of all the Asian-American women working in tech, only 1 in 285 is an executive. That compares to a ratio of 1 executive per 118 professionals in the workforce as a whole — and, for white men in tech, a ratio of 1 in 87, reports Ascend.
The percentage of AAPI in general workforce is actually much higher than other people of color- however, their part as executives and managers are sparse. It’s important to understand why even though so many Asians are part of the American workforce, many of them are not promoted to higher levels of leadership and influence in companies.
Work and Culture
Jane Hyun’s book “Breaking the Bamboo Ceiling” directs us to one of the main reasons why Asian Americans are overlooked in the workforce: culture.
Japanese work culture
In Japan, the work culture is almost completely different. According to the Japan Times, 1 in 4 Japanese companies revealed that some employees would work 80-100 hour weeks with unpaid overtime. The corporate world of Japan is symbolized by the exhausted and tired “salaryman,” donning a black suit and bags under his eyes. There’s even a term for death by overworking, “karoshi“.
This hard working mindset is a fundamental part of Japanese culture, built up over the years and embedded within Japan itself. Employees are taught to respect the hierarchy in the company, to treat their seniors with absolute loyalty and obedience. Taking time off is frowned upon, and some individuals are even shamed for missing work due to sickness. These workforce traditions are unique to Japan and often considered outlandish and perplexing to foreigners.
This demonstrates the rift that differing work cultures can cause between Japanese employees and American employees. The contrast between these two corporate cultures are so pronounced that it’s hard to combine the two together. These innate traits of deference to elders in Japan, for example, may be perceived by Americans as “aloofness, arrogance, and inattention.” As such, when Japanese immigrants or individuals from Japanese families in America find work, they often face difficulties communicating and adjusting to this distinct environment. This extends to other cultures as well. Among numerous Asian communities, Koreans, who are also known for their strict work ethic, would likely face similar issues that plague Japanese immigrants as well.
The bamboo ceiling for Asian Americans happens when “the messages about success they learned at home conflict with the definition of success in the workplace,” according to writer Wesley Yang. Author Jane Hyun also notes that Asian families are traditionally adverse toward showing off one’s skills and accomplishments, which is necessary for leadership rules.
How can we help Asian Americans affected by the glass ceiling in the workforce?
A big resource that we can provide is guidance for AAPI individuals to self promote, such as creating LinkedIn accounts and elevator pitches.
We can also provide education for job readiness and the necessary skills for prospering in the American corporate workforce.