Bernard Hodes Group | Specialty Areas

Relevant Diversity Sites >

Diversity Conferences >

Events

See our Diversity team at the AIRS Diversity Summits >

Sign Up

Receive this newsletter and sign up for our diversity list >

Diversity Matters
is edited by
Annette Merritt Cummings
Vice President, Diversity Services

800.438.9911

E-mail

Asian Pacific American Heritage Month

IMAGE: Asian Heritage Month In May 1990, then-President George H. W. Bush designated May as Asian Pacific American (APA) Heritage Month. May was chosen to commemorate the immigration of the first Japanese to the United States on May 7, 1843, and to mark the completion of the transcontinental railroad on May 10, 1869. The majority of the workers who laid the tracks were Chinese immigrants. This year’s theme for the celebration is a powerful one: “Freedom for All—A Nation We Call Our Own.” Diversity Matters would also like to acknowledge International Workers’ Day, May 1, which commemorates the historic struggle of working people throughout the world.

Beyond the Bamboo Ceiling

IMAGE: Jane Hyun By now, Corporate America is well acquainted with the glass ceiling that as yet continues to obstruct women of all races and creeds from reaching parity with their male counterparts in business. Not many, however, are familiar with the “bamboo ceiling,” a phenomenon discussed by Jane Hyun, an executive coach and diversity strategist to Fortune 500 companies and universities, in her recent book, Breaking the Bamboo Ceiling: Career Strategies for Asians (Collins). Read More >

Beyond the Bamboo Ceiling (continued)

Bamboo Ceiling points out that Asians comprise the largest college graduate population in America but continue to lag in the American workplace. The book addresses the question of why qualified Asians entering the workforce with the right credentials aren’t making it to the corner offices and corporate boardrooms.

Hyun, a former vice president of human resources at JPMorgan and director of recruiting at Deloitte & Touche, outlines some of the ways employers can do a better job of recruiting and retaining Asian employees.

“Partner with your Asian colleagues to achieve optimal workplace interactions and support their career development,” she suggests. Hyun points out that “in the workplace, perception is often reality. Seek to initiate an open dialogue with your Asian employees; get to know them on a personal basis.”

Hyun says employers should provide opportunities for workers to have access to informal networks. “Develop a culture in your company that supports career development and soft-skills development,” she says, adding it should be one that fosters internal mobility and information sharing. Hyun says this will benefit all employees, not just the diverse constituencies. She suggests holding information sharing sessions, where a business unit can talk about their group with the employee groups. This will facilitate opportunities for networking and mentoring.

Hyun has a multiplicity of career tip for Asians, which she addresses in her book, among them, “Be keenly aware of external perceptions; ask a few trusted advisors for feedback about your personal effectiveness.” She says Asian employees should be aware of how non-verbal communication cues may be perceived by others.

“Ask for feedback from your trusted advisors about your communication style,” says Hyun, explaining that in one-to-one interactions, some Asians have a tendency to automatically lower their gaze out of respect for authority and the “one in charge.”

Conversely, in the U.S., says Hyun, lack of eye contact may connote dishonesty, shiftiness, lack of assertiveness, or indifference. “While you don’t want to stare down the hiring manager during a job interview, it is important to make and maintain eye contact throughout a business encounter.”

For its part, the recruitment-advertising community has often missed the mark when it comes to recruiting top Asian talent. Hyun says advertising companies should avoid the classic pitfall of attempting to ensnare all Asians in one catch-all campaign.

“If you aredeveloping diversity campaigns for Asian Americans,” says Hyun, “you should ensure that you understand the diversity of the Asian population, and you should seek to show the perspectives of the variety of Asian ethnicities.”

By way of example, Hyun says, “you wouldn't want to assume that Chinese Americans have identical buying patterns as Asian Indians.” She says the creatives who are driving and managing those campaigns should canvas their audience and market carefully before launching an important product or service.

So is the bamboo ceiling as impenetrable as the glass ceiling? Citing a statistic from a recent study by Catalyst, a research and advisory organization working with businesses to expand opportunities for women, Hyun says Asian women comprise only .29 percent of corporate officer positions in Fortune 500 companies in the United States.

“There are a few examples of women who appear to have broken through,” says Hyun, mentioning Andrea Jung, President and CEO of Avon, and Jenny Ming, President of Old Navy. “Still,” she acknowledges, “the pipeline of Asian talent for middle-management positions is not robust.”

In memory: Octavia Butler, 1947-2006

IMAGE: Octavia Butler In February, the world lost Octavia Butler, one of the Northwest’s most prominent science fiction writers, and a rare African American woman scribe in that genre. According to the Seattle Post-Intelligencer, Butler, 58, passed away after falling on a walkway outside her home in Lake Forest Park. She was beloved especially for her novel, “Kindred,” in which an African-American female protagonist, circa 1976, travels back in time to the era of slavery. We will miss Butler, both a giant of literature and physical stature, standing a proud six feet tall.

“In honor of a truly gifted writer and courageous woman,” says Annette Merritt Cummings, vice president and national director, Hodes Diversity Services, Hodes will include Butler’s “Kindred” in our suggested Diversity Reading List. http://hodes.com/specservices/diversity/articles/readinglist.asp

Asian-American women to watch

- Indra Nooyi, President and CFO, PepsiCo

- Christine Poon, Worldwide Chairman, Pharmaceuticals Group, Johnson & Johnson

- Joyce Chang, Managing Director/Global Head of the Emerging Markets Research Group, JP Morgan & Chase

- Christine Kennett, Senior Corporate Executive, Director of Government Affairs, State Farm Insurance Companies

- Sonia Gong, Senior Corporate Executive, Executive Assistant to the Chairman’s Council, State Farm

Source: GoldSea.com

Spotlight on Native Hawaiians and Pacific Islanders

Demographics: There are roughly 976,395 Native Hawaiians/Pacific Islanders residing within the United States, representing about 0.3 percent of the U.S. population. Out of that number, 282,500 Native Hawaiians or Pacific Islanders reside in Hawaii. Some other states that have a significant Native Hawaiian/Pacific islander population are: California, Washington, Texas, New York, Florida, and Utah.

Educational Attainment: Seventy-eight percent of Native Hawaiians/Pacific Islanders have high school diplomas. Fourteen percent of Native Hawaiians/Pacific Islanders have a bachelor’s degree in comparison to 26 percent of Caucasians. Four percent of Native Hawaiians/Pacific Islanders have obtained graduate degrees in comparison to 10 percent of Caucasian Americans.

Economics: Native Hawaiian/Pacific Islander average family size is 4. The median household income for this group is $54,827.

Source: U.S. Census Bureau