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.

WHAT OUR PARTNERS ARE SAYING?