WTF, we are going to own the entire fucking planet pretty soon.

I bet you StCroix can tell you all about asians being held back at UCLA. lmao

I don't normally respond to Trannyboy's ridiculous copy and pastes, so let's just pretend that I am responding to the idiot who wrote the article.

I haven't seen any wholesale predjudice against asians since the seventies, racial jokes and other thoughtless remarks don't count IMO, especially since I am likely to be the one making them.

If you can't laugh at yourself, then who can you laugh at? Oh I know, we can all laugh at Trannyboy and his inane posts.

WHY ARE ASIANS being held back?:Asians Speak Out in New Yorker Article, “Asian Like Me”

is it religion,Buddhism,culture,racism

Superb article in the New Yorker about the unique form of racism faced by Asian Americans. Superstars and top-performers being ignored because they aren’t boastful or brash:

The failure of Asian-Americans to become leaders in the white-collar workplace does not qualify as one of the burning social issues of our time. But it is a part of the bitter undercurrent of Asian-American life that so many Asian graduates of elite universities find that meritocracy as they have understood it comes to an abrupt end after graduation. If between 15 and 20 percent of every Ivy League class is Asian, and if the Ivy Leagues are incubators for the country’s leaders, it would stand to reason that Asians would make up some corresponding portion of the leadership class.

And yet the numbers tell a different story. According to a recent study, Asian- Americans represent roughly 5 percent of the population but only 0.3 percent of corporate officers, less than 1 percent of corporate board members, and around 2 percent of college presidents. There are nine Asian-American CEOs in the Fortune 500. In specific fields where Asian-Americans are heavily represented, there is a similar asymmetry. A third of all software engineers in Silicon Valley are Asian, and yet they make up only 6 percent of board members and about 10 percent of corporate officers of the Bay Area’s 25 largest companies. At the National Institutes of Health, where 21.5 percent of tenure-track scientists are Asians, only 4.7 percent of the lab or branch directors are, according to a study conducted in 2005. One succinct evocation of the situation appeared in the comments section of a website called Yellowworld: “If you’re East Asian, you need to attend a top-tier university to land a good high-paying gig. Even if you land that good high-paying gig, the white guy with the pedigree from a mediocre state university will somehow move ahead of you in the ranks simply because he’s white.”





http://www.therainbowcollective.com/?p=2995

gagambler aka GAYgambler  you are DELUSIONAL bitch!

Where are the Asian CEOs?


By Gerrye Wong

Where are the Asian CEOs? This burning question has long been asked in quiet conversations among business people and high tech individuals for the past several decades when Asian Americans have been touted as a driving force in America’s economy. On this issue, a number of Bay Area executives will be sharing their thoughts on a panel May 20 at the TiE Conference Center in Santa Clara, CA. It is co-sponsored by Asia Society Northern California (ASNC), Ascend Bay Area and Corporate Executive Initiative, with event partners AAMA (Asian American MultiTechnology Association), CAAEN (Corporate Asian American Employee Network) and TiE (The Indus Entrepreneurs)..

The panelists speaking on this important issue to all Asian Americans will be Vish Mishra, Partner at Clearstone Ventures and President TiE Silicon Valley; Brian Schipper, Senior Vice President/HR, Cisco Systems; Chris Min, Vice President/Finance, Intel; Susan Wang Wade, Board Member, Nektar, Altera and Avanex.. Their talks will pinpoint the issue that while Asian Americans are widely recognized as influential innovators and key contributors in successful companies throughout the Bay Area, why are there only a handful of Asians who have reached the highest corporate levels? There will be open discussion of the reasons behind their under representation at the corporate board and senior executive levels. They will explore further what executive skills are required in large, complex organizations and what different companies are doing to develop and retain their best employees, especially their “high Potential” Asian employees.

The meeting, open to the public, will be held May 20 with 6pm Registration, followed by the panel discussion program and reception. The ticket price is Asia Society/Ascend/event partner members $10; Non-members $15; Students/Seniors $5. To register: 415 421 8706.

A new study by Buck Gee, Project Director of the Corporate Executive Initiative and former Cisco Vice-President, will be released at the May 20 Public Panel. Their study of large Bay Area companies found that Asian Americans continue to be substantially underrepresented at the highest levels of corporate management. Developed by the Corporate Executive Initiative, a joint project of ASCEND/NORTHERN CALIFORNIA and ASIAN SOCIETY NORTHERN CALIFORNIA, the study is titled “A Bay Area Corporate Census: Asian American Executives”.

Ascend President Anna Mok comments, “Throughout the Bay Area, Asian Americans have made extraordinary contributions in business and technology. In many companies I would not be surprised to see 20-30% of their professional workforce to be of Asian descent and would expect to see many more opportunities for Asians at the highest corporate levels.” 2008 corporate reports have found that while Asians represented over 23% of the Bay Area population, they comprise only 5.5% of the Board members and 9.3% of the executive officers in the 25 largest companies with headquarters in the Bay Area. Furthermore, fourteen of these companies had no Asian board members and eight had no Asian corporate officers. Even in Silicon Valley, where Asians are over 30% of the population, Asians were only 9.7% of the corporate officer population. Top Bay Area companies Chevron, McKesson, the Gap and Symantec reported no Asians as board members or corporate officers in 2008.

Bruce Pickering, Executive Director of Asia Society Northern California, said “We are encouraging an open discussion of how American corporations can do a better job of utilizing their Asian American employee base. This is not a diversity issue, it’s a competitiveness issue. With this May 20 panel discussion and our Diversity Leadership forum in New York City on June 1, Asia Society hopes to help the development of leadership skills within the corporate Asian community and Employee Resource Groups.”

A companion paper, “The Failure of Asian Success in the Bay Area: Asians as Corporate Executive Leaders” by Buck Gee and Wes Hom, a former IIBM Vice-President, is a well developed informational study of why Asians have not broken the so-called “glass ceiling” to rise to corporate leadership positions. It introduces a story of limits, success and failure, stating, “whether American-born or foreign-born, Asian Americans have enjoyed a much-envied reputation for achievement in education and technology.”

They continue, “However, the modern tale of Asian success in American society obscures the fact that Asians have found it difficult to reach the highest levels of leadership in government, education and business.” Authors Gee and Hom predict that for Bay Area large companies, “this can become a business impacting issue in the next 5 years as Asians continue to be the fastest growing segment of the Bay Area workforce, especially as technology and knowledge workers.” Their paper provides a quantitative review of the slow progress made up to now by the Asian executives in the largest Bay Area corporations and begins a qualitative discussion on underlying factors behind this phenomenon.

For those in business command, there is no question of the impact, past and present, of of Asians in America. As the Gee/Hom paper cited, “In the past three decades, the Asian American population has simply exploded – from 1.5 million to over 13 million by 2004. The Asian American median 2004 household income of $56K is well above the U.S. median of $44K. 44% of Asian Americans hold college degrees vs 24% for the general population. In the Bay Area, people see visible evidence of Asian overachievement success simply by wandering around any local college campus such as UC/Berkeley, where Asian Americans were 41% of Cal’s 2003 undergraduate population.”

Asian Americans are definitely a force to be reckoned with in the business world and how they meet this challenge in the future with better representation in its upper levels of corporate leadership will be the stimulating question to be discussed at this meeting. Don’t miss the opportunity to hear local leaders and their take on this issue.

The panel discussion is to be held at TiE Conference Center, 2903 Bunker Hill Lane, Santa Clara, CA. To register: https://secure.acceptiva.com/?cst=7af837; 415 421 8706


http://www.asianweek.com/2009/05/01/where-are-the-asian-ceos/

"You're not at all like my Asian wife, you speak up."

Asian-American executives too often find themselves fighting to disprove the "model minority" stereotype

Also read: Asian American, bigotry, leadership

 
Jae Requiro remembers her friend's story vividly: Following a meeting in which her friend was the only Asian-American woman, a male colleague said to her, "You're not at all like my Asian wife, you speak up."




"It was a big slap in her face. She didn't even know what to say to him," says Requiro, who is Filipino American and a manager of diversity consulting and inclusion strategies at Toyota Motor North America, No.40 on The 2009 DiversityInc Top 50 Companies for Diversity® list. This updated article originally appeared in the September 2008 issue of DiversityInc magazine. Click here to read the article in the digital magazine.



Stereotypes are like a slap to the face because they shock and sting. They are usually uttered without much forethought and reveal the speaker's ignorance. And in corporate settings, they can reveal why someone is excluded from after-work networking events or passed over for promotion.




Click here to read "Miley Cyrus Photo Upsets Asian Americans."

Click here to read the "Things Not to Say" series.

Click here to read "Asian Americans Blast TIME for Racist Headline."



Asian-American executives too often find themselves fighting to disprove the "model minority" stereotype, a group that works hard, is rarely controversial, but ultimately is not "American" enough for leadership opportunities.



Here are seven questions and comments Asian-American executives have frequently fielded from coworkers and why you should not repeat them:



"You must be the IT person."



Linda Akutagawa, who is Japanese American and vice president of resource and business development for Leadership Education for Asian Pacifics (LEAP), says that too often it is assumed that Asian-American executives are not leaders but support staff. Read about the business case for immigration in the



"Implicit in that statement is that you're good at numbers and technology so you're good behind the scenes but not good at leadership," explains Allan Mark, who is Chinese American and the America's director, diversity strategy and development for Ernst & Young, No. 43 on The 2007 DiversityInc Top 50 Companies for Diversity list.



For Asian-American executives who recently immigrated to the United States, the problem is two-fold. Not only are they stereotyped as not leadership material, but their cultural norms are interpreted by U.S.-born executives as proving the stereotype.



"In America, the leadership skill is defined by how confrontational, direct and aggressive you are," says Sameer Samudra, Six Sigma black belt at Cummins, No. 20 on the DiversityInc Top 50 list.



Samudra, who was born in India and came to the United States as a student in 1998, remembers a boss questioning his commitment to work because he was reserved during meetings. "We respect authority and come from a hierarchical culture," says Samudra. "Our leadership style considers how well the team members get along, so there's an emphasis on team building and learning in the process."



"You aren't like them" or "You don't act very Asian."



There are many variations to this comment. Akutegawa has an Asian-American friend who for a significant amount of time had organized a regular tennis outing with a group of white executives. One day, one of the executives turned to her friend and said, "I didn't know people like you play tennis."



"He was shocked," Akutegawa remembers her friend saying.



"Many times you feel caught in the middle," says Mark. "You feel like you're in no man's land where you're not part of the mainstream Caucasian culture, while at same time you're not part of the group that recently immigrated."



"Asian Americans are not risk takers."



"My response to that comment is 'Why do you think we all gave up our old country and came to this country?' We walked away from our families and a comfortable life and came to this country. That's a huge risk," says S.K. Gupta, vice president of operations, Lockheed Martin Space Systems.



"Where are you from? No, where are you really from?" or "When are you going to go home?" or "How often do you go home?"



These questions assume that all Asian Americans are recent immigrants. "We call that the double-sum question," says Akutegawa, who points out that especially among Chinese and Japanese Americans, there are families who have lived in the United States for at least six generations. "They ask you the first time and you say 'California,' but that's not what they're looking for. When you're asked the second question, it's truly frustrating."



"I was born in the [San Francisco] Bay area. I can drive home in a few hours" is how Requiro answers questions implying she is a foreigner.  



"Oh, you speak English good!" or "Do you speak your language?"



"Don't tell me I speak English good," says Requiro. "I should because I was born here and it's my first language." And often, parents who are immigrants do not teach their children their native tongue in order to ensure their children assimilate into American culture. Requiro's parents did not teach her Tagalog, the Philippines' native language.



http://www.diversityinc.com/article/3342/7-Things-NEVER-to-Say-to-AsianAmerican-Executives/