EXECUTIVE SUMMARY

The AsianUpward Workplace Excellence (AWE) Index recognizes and benchmarks organizations’ commitment to elevate Asian Pacific Americans (APAs) in the Workplace. 

1. Actionable data reports and practical strategies to augment APA talent, including recruitment, retention, and development 

2. Cross-Industry Benchmarking will inform organizations’ best and innovative practices 

3. Recognition for your organization’s commitment to advancing APAs in the WorkForce, WorkPlace, and MarketPlace

3. Recognition for your organization’s commitment to advancing APAs in the WorkForce, WorkPlace, and MarketPlace

Beyond a survey, the AWE Index builds a networked movement of organizations to advance Asian Pacific American talent. Our methodology centers on collaboration, practical action, and positive recognition. Join the AWE Movement!

Private (for-profit and non-profit) and public organizations that meet the criteria are invited to participate in the AWE Index.

Underwritten by Elevate and our generous sponsors. Onward. Forward. AsianUpward!

EXECUTIVE SUMMARY

The AsianUpward Workplace Excellence (AWE) Index recognizes and benchmarks organizations’ commitment to elevate Asian Pacific Americans (APAs) in the Workplace. 

1. Actionable data reports and practical strategies to augment APA talent, including recruitment, retention, and development 

2. Cross-Industry Benchmarking will inform organizations’ best and innovative practices 

3. Recognition for your organization’s commitment to advancing APAs in the WorkForce, WorkPlace, and MarketPlace

Beyond a survey, the AWE Index builds a networked movement of organizations to advance Asian Pacific American talent. Our methodology centers on collaboration, practical action, and positive recognition. Join the AWE Movement!

Private (for-profit and non-profit) and public organizations that meet the criteria are invited to participate in the AWE Index.

Underwritten by Elevate and our generous sponsors. Onward. Forward. AsianUpward!

EXECUTIVE SUMMARY

The AsianUpward Workplace Excellence (AWE) Index recognizes and benchmarks organizations’ commitment to elevate Asian Pacific Americans (APAs) in the Workplace. 

1. Actionable data reports and practical strategies to augment APA talent, including recruitment, retention, and development 

2. Cross-Industry Benchmarking will inform organizations’ best and innovative practices 

3. Recognition for your organization’s commitment to advancing APAs in the WorkForce, WorkPlace, and MarketPlace

Beyond a survey, the AWE Index builds a networked movement of organizations to advance Asian Pacific American talent. Our methodology centers on collaboration, practical action, and positive recognition. Join the AWE Movement!

Private (for-profit and non-profit) and public organizations that meet the criteria are invited to participate in the AWE Index.

Underwritten by Elevate and our generous sponsors. Onward. Forward. AsianUpward!

Organizations underinvest in Asian Pacific American talent

Only 5.6% vs 12%

Asian Pacific Americans are 12% of the professional workforce while making up only 5.6% of the U.S. population

Only 6% vs 13%

APAs account for 13% of professional positions at large employers, but only 6% of senior management positions

47% below parity

APAs had the lowest Executive Parity Index (EPI) among all racial minorities that had an EPI that’s below parity

82%

of the appointments of Asian American CEOs followed financial underperformance glass cliff increases the chance of failure

Only 16% and 23%

APA men and APA women, respectively, feel included at work (compared to 30% across all geographies and Industries)— the least included of any major ethnic group

Only 

5.6%vs 12%

Asian Pacific Americans are 12% of the professional workforce while making up only 5.6% of the U.S. population

Only 

6% vs 13%

APAs account for 13% of professional positions at large employers, but only 6% of senior management positions

47% below parity

APAs had the lowest Executive Parity Index (EPI) among all racial minorities that had an EPI that’s below parity

82%

of the appointments of Asian American CEOs followed financial underperformance glass cliff increases the chance of failure

Only 16% and 23%

APA men and APA women, respectively, feel included at work (compared to 30% across all geographies and Industries)— the least included of any major ethnic group

Only 5.6% vs 12%

Asian Pacific Americans are 12% of the professional workforce while making up only 5.6% of the U.S. population

Only 6% vs 13%

APAs account for 13% of professional positions at large employers, but only 6% of senior management positions

47% below parity

APAs had the lowest Executive Parity Index (EPI) among all racial minorities that had an EPI that’s below parity

82%

of the appointments of Asian American CEOs followed financial underperformance glass cliff increases the chance of failure

Only 16% and 23%

APA men and APA women, respectively, feel included at work (compared to 30% across all geographies and Industries)— the least included of any major ethnic group

Asian Pacific Americans face challenges in career and professional settings. A few of these include:

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 

to quit 

When Asian men are hindered from achieving their full potential at work

40%

more likely

to quit when Asian women’s potential are inhibited

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 

to quit when Asian men are hindered from achieving their full potential at work

40% more likely

to quit when Asian women’s potential are inhibited

There exists a dearth of data on other intersectional identities within APA populations, such as LGBTQ+, People with Disabilities, and Veterans

Yee, P. & Venkataraman, K. (2022, May 5). New research from Bain & Company shows a critical need for greater workplace inclusivity among Asian American workers. Bain & Company.

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.

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.

Kelly S. (2017, March 13). “For Asian-Americans.” Daily Racial Slights Invade the Nights. Cornell Chronicle.

Edwards, B. (2018, February 15). “Women and Men of Color Pay an ‘Emotional Tax’ at Work That’s Detrimental to Their Overall Health and Ability to Thrive: Report” [Blog Post]

VALUE & UNIQUENESS

ACTIONABLE DATA REPORTS AND CROSS-INDUSTRY BENCHMARKING

Receive a complimentary scorecard outlining areas where you excel, areas needing improvement, and a potential strategic road map for APA talent
Track the progress of your organization’s cultural strategy year-over-year and benchmark against other companies both in and out of your industry

DATA DRIVEN RATING ON A SCALE OF UP TO 100%

Enhance the process with more equitable measures
Increase objectivity and decrease bias away from sponsorship
Encourage all organizations to ultimately achieve 100% as we believe that “a rising tide lifts all boats.”

CUSTOMIZED APA TALENT SOLUTIONS

Gain access to the invitation-only “AWE Executive Summit,” where executives and other leaders share best practices that relate to the AWE Index
Learn more about AsianUpward communities and solutions
Index Impact Areas
Craft your organization’s WorkForce, WorkPlace and Marketplace Excellence Strategies with the Index as a scorecard
Level up your organization’s recruiting, retention, and development

CO-CREATED & CONFIDENTIAL

o   Developed in collaboration with stakeholders from AsianUpward’s Executive Mastermind Group and Asian ERG Communities of Practice Plus (Cop+)
o   Preserve your organization’s data as anonymous. The breakdown of a company’s score and organizations that score below 100 is kept confidential. We will only publish the names of the companies that scored 100. 

RECOGNITION

The goal is to ensure that the recognition builds a company’s commitment to advancing APAs in the WorkForce, WorkPlace and MarketPlace. For organizations that score 100 in the AWE Index will receive benefits including, but not limited to:

o   A shareable certificate with AWE Index Best Places to Work for APA logo and news release
o   Featured as an AWE Index Best Places to Work for Asian Pacific Americans on the AsianUpward website and social media
o   Best practices shared and published in the AWE Annual Summit and Report

ACTIONABLE DATA REPORTS AND CROSS-INDUSTRY BENCHMARKING

Receive a complimentary scorecard outlining areas where you excel, areas needing improvement, and a potential strategic road map for APA talent
Track the progress of your organization’s cultural strategy year-over-year and benchmark against other companies both in and out of your industry

DATA DRIVEN RATING ON A SCALE OF UP TO 100%

Enhance the process with more equitable measures
Increase objectivity and decrease bias away from sponsorship
Encourage all organizations to ultimately achieve 100% as we believe that “a rising tide lifts all boats.”

CUSTOMIZED APA TALENT SOLUTIONS

Gain access to the invitation-only “AWE Executive Summit,” where executives and other leaders share best practices that relate to the AWE Index
Learn more about AsianUpward communities and solutions
Index Impact Areas
Craft your organization’s WorkForce, WorkPlace and Marketplace Excellence Strategies with the Index as a scorecard
Level up your organization’s recruiting, retention, and development

CO-CREATED & CONFIDENTIAL

o   Developed in collaboration with stakeholders from AsianUpward’s Executive Mastermind Group and Asian ERG Communities of Practice Plus (Cop+)
o   Preserve your organization’s data as anonymous. The breakdown of a company’s score and organizations that score below 100 is kept confidential. We will only publish the names of the companies that scored 100. 

RECOGNITION

The goal is to ensure that the recognition builds a company’s commitment to advancing APAs in the WorkForce, WorkPlace and MarketPlace. For organizations that score 100 in the AWE Index will receive benefits including, but not limited to:

o   A shareable certificate with AWE Index Best Places to Work for APA logo and news release
o   Featured as an AWE Index Best Places to Work for Asian Pacific Americans on the AsianUpward website and social media
o   Best practices shared and published in the AWE Annual Summit and Report

HOW IT WORKS

PRE-QUALIFICATION

  • Must have a U.S. based headquarter
  • Organization must have 500+ employees
  • Designates one single point of contact for the organization

REGISTER

Register at www.surveymonkey.com/r/pre-qualification_AWE-Index and register (subject to approval).

RECEIVE

Receive the link to the AsianUpward Workplace Excellence (AWE) Index for your completion. Your organization’s data will be kept confidential.

RESULT

Complete and submit the AWE Index. The deadline for the submission of responses is on January 31, 2023 (Early Bird) or March 31, 2023. 

RECEIVE

Receive your score (with a shareable recognition certificate and press release if you score 100). 

SUBMISSION DATES

  1. Early Bird: Complete the survey by January 31, 2023 and receive an additional 5 bonus points to recognize your proactive commitment to APAs.
  2. Deadline: Complete the survey by March 31, 2023

PRE-QUALIFICATION

  • Must have a U.S. based headquarter
  • Organization must have 500+ employees
  • Designates one single point of contact for the organization

REGISTER

Register at www.surveymonkey.com/r/pre-qualification_AWE-Index and register (subject to approval).

RECEIVE

Receive the link to the AsianUpward Workplace Excellence (AWE) Index for your completion. Your organization’s data will be kept confidential.

RESULT

Complete and submit the AWE Index. The deadline for the submission of responses is on January 31, 2023 (Early Bird) or March 31, 2023. 

RECEIVE

Receive your score (with a shareable recognition certificate and press release if you score 100). 

SUBMISSION DATES

  1. Early Bird: Complete the survey by January 31, 2023 and receive an additional 5 bonus points to recognize your proactive commitment to APAs.
  2. Deadline: Complete the survey by March 31, 2023

AWE INDEX INFO SESSIONS

AsianUpward Workplace Excellence (AWE) Index INFO SESSIONS will provide an overview of the AWE Index registration and submission process followed by a 20-minute chat with senior APA executives from Energy, Government, Technology industries who will share their insights on:

  • APA Talent Retention, Development and Recruiting Strategies
  • APA Leadership Development
  • Diversified Networking
  • Value of DEI data  

All are invited to join to gain a better understanding of the AWE Index and rich knowledge of APA talent strategies. Participants will have an opportunity to ask questions.

#1 January 20, 2023 (Friday) 11:30-12pm EST (8:30-9am PST)
Hosts: Soo Mentor
Co-hosts:
Erik Takayesu (SVP, Operations, Asset Strategy & Planning, Southern California Edison)
Bharat Amin (EVP and Chief Information Officer, HII)

#2 February 9, 2023 (Thursday) 12:30-1pm EST (9:30-10am PST)
Hosts: Soo Mentor
Co-hosts: TBD

#3 March 2, 2023 (Thursday) 12:30-1pm EST (9:30-10am PST)
Hosts: Soo Mentor
Co-Hosts:
MyMy Lu (Director, Diversity & Inclusion, Thermo Fischer)
Ruchi Jalla (VP, Chief Inclusion & Diversity Officer, Anthem)

We invite you to attend one or all three AsianUpward Workplace Excellence (AWE) Index INFO SESSIONS. Our INFO SESSIONS will provide individuals with an overview of the AWE Index and an opportunity to engage with senior APA executives on talent strategies and insights. Please click here to register today and share with a friend/colleague.

AWE INDEX FAQ

Organizations across all industries are committed to Diversity, Equity, and Inclusion. For most organizations, identifying and developing inclusive programs for all underrepresented groups is a business imperative. Asian Pacific Americans represent 12% of the professional workforce and are not considered an underrepresented minority. Asian-related programs are geared toward cultural inclusion, not management diversity.*

The AWE Index builds a networked movement of organizations to advance Asian Pacific American talent. Our methodology centers on collaboration, practical action, and positive recognition. The AWE Index provides data to help benchmark where your company wants to be in the future. Additionally, the AWE Index data can be useful as a developmental tool for attracting and retaining critical APA and diverse talent. 

 

*Gee, B., & Peck, D. (2018, March 31). Asian Americans Are the Least Likely Group in the U.S. to Be Promoted to Management. Harvard Business Review.

Actionable Data Reports and Cross-Industry Benchmarking

  • Receive a complimentary scorecard outlining areas where you excel, areas needing improvement, and a potential strategic road map for APA talent
  • Track the progress of your organization’s cultural strategy year-over-year and benchmark against other companies both in and out of your industry

Data-Driven Rating on A Scale Of Up to 100%

  • Enhance the process with more equitable measures
  • Increase objectivity and decrease bias away from sponsorship
  • Encourage all organizations to ultimately achieve 100% as we believe that “a rising tide lifts all boats.”

Customized APA Talent Solutions

  • Gain access to the invitation-only “AWE Executive Summit,” where executives and other leaders share best practices that relate to the AWE Index 
  • Learn more about AsianUpward communities and solutions
  • Index Impact Areas
    • Craft your organization’s WorkForce, WorkPlace, and MarketPlace Excellence Strategies with the Index as a scorecard
    • Level up your organization’s recruiting, retention, and development

Co-Created & Confidential

  • Developed in collaboration with stakeholders from AsianUpward’s Executive Mastermind Group and Asian ERG Communities of Practice Plus (CoP+)
  • Preserve your organization’s data as anonymous. The breakdown of a company’s score and organizations that score below 100 is kept confidential. We will only publish the names of the companies that scored 100.

Recognition

The goal is to ensure that the recognition builds a company’s commitment to advancing APAs in the WorkForce, WorkPlace, and MarketPlace. For organizations that score 100 in the AWE Index will receive benefits including, but not limited to: 

  • A shareable certificate with AWE Index Best Places to Work for APA logo and news release
  • Featured as an AWE Index Best Places to Work for Asian Pacific Americans on the AsianUpward website and social media
  • Best practices shared and published in the AWE Annual Summit and Report

Although there may be other tools to measure Asian Pacific American inclusion, the AWE Index builds a networked movement of organizations committed to advancing Asian Pacific American talent in the WorkForce, WorkPlace, and MarketPlace. Our methodology centers on collaboration, practical action, and positive recognition. The trusted network operates in confidentiality, transparency, and best practices.

APA (Asian Pacific Americans) include a person with origins in the Asian continent and the Pacific Islands. EEOC Race/Ethnicity categories

  1. Asian
  2. Native Hawaiian or Other Pacific Islander

The AWE Index is scored within three (3) categories:

  • WorkForce – 40%
  • WorkPlace – 30%
  • MarketPlace – 30%

We will work in partnership with organizations to provide customized APA talent solutions and help identify ways to improve their inclusion practices, and in doing so improve their AWE Index scores. Our approach is centered on collaboration and positive recognition.

We will only publish the names of the companies that scored 100 on the AsianUpward website, news releases, AWE events, and social media. Organizations that score below 100 are kept confidential. The breakdown of a company’s score is not published. 

The AWE Index results are reported in aggregate, and all company benchmark responses are used to report aggregate results, regardless of the benchmark score. We do not release the company’s name, score information, or benchmark responses and only release information directly back to the company’s representatives.

Participants are required to accept these terms to participate in the AWE Index.

ABOUT ASIANUPWARD BY ELEVATE

Vision

AsianUpward expands the leadership possibilities of Asian Pacific American (APA) professionals and the organizations that champion us–for the mutual, synergistic benefit of all stakeholders.

 

Mission

To achieve our vision, AsianUpward co-creates:

Strategies and solutions for APA talent development
Practical tools, such as our signature ToolBooks and other publications
Research on APA professionals
Communities of Practice to jointly forge innovative solutions and share best practices
Allyship support for mutual benefit toward organizations who advocate for APAs

We aren’t a one-stop shop. We are a hub. We are a hub that convenes cross-industry stakeholders, collects shared insights, and co-creates thought leadership.

 

A stop ceases. A hub continues. Join our hub and continue to evolve and Elevate your Asian ERGs, leaders, and professionals with a holistic hub of partners.

 

AsianUpward is an initiative of Elevate.

ABOUT ELEVATE

Elevate is a partnership of the University of California, Irvine’s Merage School of Business, University of California—Riverside, California State University—Fullerton, Spectrum Knowledge, and the University of California Office of the President—MESA. One unified phrase embodies both our mission and vision: PURPOSE + PEOPLE = PURPLE

 

 

Elevate  helps  you  define,  refine,  and  align  your  purpose  with  your organization’s  purpose. 

ABOUT ELEVATE

Elevate is a partnership of the University of California, Irvine’s Merage School of Business, University of California—Riverside, California State University—Fullerton, Spectrum Knowledge, and the University of California Office of the President—MESA. One unified phrase embodies both our mission and vision: PURPOSE + PEOPLE = PURPLE

 

 

Elevate  helps  you  define,  refine,  and  align  your  purpose  with  your organization’s  purpose. 


Partnership Acknowledgement