The influence of ethnicity and gender on the leadership experiences of female Asian American managers

Asian Americans represent the fastest-growing, best-educated, and highest-income demographic in the United States. The successful status of Asians Americans is reflected in the fact that they are collectively associated with a "model minority" stereotype that characterizes them in terms of traits such as their being academically-oriented, high-achieving, studious, law-abiding and hard-working. Yet despite the apparent success of Asians Americans as a whole and the positive stereotypes associated with this minority, compared to other women of color, Asian women are significantly less likely to hold leadership positions, including both mid-level and top-level management positions. This study attempted to understand the reason for this gap. Using a grounded theory methodology, this study explored the lived experiences of 16 Asian American female middle managers working in Fortune 1000 in order to understand the influence of ethnicity and gender on their leadership experiences and career opportunities. The study's results revealed that the participants had complex and conflicting experiences that resulted in both opportunities and challenges. Participants sometimes benefited from the positive associations of their Asian ethnicity with qualities such as intelligence and diligence. Yet, the other qualities associated with the model minority stereotype, particularly the view that Asians are passive and lacking in social skills, could also limit opportunities and reinforce a view of Asians as passive and lacking in leadership abilities. Participants also revealed that a woman's gender identity can have a similarly limiting effect on career progression. In fact, one of the principal findings of this study was the existence of an insider culture within corporate America that upholds the importance of male-orientated personality traits and leadership qualities. The experiences of participants revealed that both women and minorities often have difficulties conforming to the norms and values of this culture, or they may be subjected to a negative double standard if they attempt to do so. As a result, they may be unable to penetrate insider culture, effectively coming against a glass ceiling as they attempt to move up the corporate ladder.