Forward. Onward. AsianUpward!
OUR FEATURED SOLUTIONS
Opportunities
Studies show that organizations with inclusive and diverse talent
outperform in the following areas:
People
50%
Boost in retention
56%
Increase in job performance
57%
Better collaboration
58%
Boost in ability to correctly price stocks and focus on facts
Productivity
70%
Increased success in new markets
45%
More market share
1.3 – 1.5x
Higher patent citations for mixed-gender teams than single gender teams
19x
More sales for most diverse vs least diverse companies
9%
More sales for every 1% increase in corporate ethnic populations
Profit
36%
Financial Returns (above the industry mean with ethnically diverse companies)
25%
Financial Returns (above the industry mean with top-quartile gender diverse companies)
48%
Outperformance of large companies with at least one female board member as compared with their industry peers
2.5x
More likely to report significant stock price increases over the past year
1.5x
More likely to report average revenue growth of over 15% for the past three years
The Professional Maze: Challenges APAs Face
Asian Pacific Americans face challenges in career and professional settings.
A few of these include:
47% below Parity
APAs had the lowest Executive Parity Index (EPI) among all racial minorities that had an EPI that’s below parity
271% less likely
Asian women were less likely to be Executives than white women
88% less likely
Asian men were less likely to be Executives than white women
3x more likely
for APA men to quit hindered from achieving their full potential at work
40% more likely
for APA women to plan to quit within the next year when their potential is inhibited
Hindered Advancement
9.8% of the federal professional workforce in 2016 were APAs, but there were only
4.4% at the highest level.
Ascend Pan-Asian Leaders. (2017). The Illusion of Asian Success: Scant Progress for Minorities in Cracking the Glass Ceiling from 2007–2015. California: Gee, B. & Peck, D.
Banarjee, R., Reitz, J., & Oreopoulos, P. (2017). Do large employers treat racial minorities more fairly? Munk School of Global Affairs & University of Toronto.
Gee, B. & Peck, D. (2018, May). Asian Americans Are the Least Likely Group in the U.S. to Be Promoted to Management. Harvard Business Review.
Hewlett, S.A. (2011). Asians in America: What’s Holding Back the “Model Minority?” Forbes.
Johnson, S. & Sy, T. (2016, December). Why Aren’t There More Asian Americans in Leadership Positions? Harvard Business Review.
Kelly, S. (2017, March 13). “For Asian-Americans.” Daily Racial Slights Invade the Nights. Cornell Chronicle.
Lee, J. & Ramakrishnan, K. (2018, March 27). Asian Americans Think an Elite College Degree Will Shelter Them from Discrimination It Won’t. The Los Angeles Times.
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