Paving the way to success: Supporting women of Asian descent in the workplace
Executive summary
Many women of Asian descent are prevented from reaching their full potential at work due to a combination of cultural stereotypes, implicit biases, and organizational barriers. In the US, for example, while employees of Asian descent are far more likely to have a higher education degree, Catalyst research found that only 6% of roles within three reporting levels of the CEO were held by women of Asian descent, the lowest of any group studied. Similarly, in Canada, Asian women were the least likely to occupy leadership roles in large firms according to Statistics Canada.
By elevating women of Asian descent, businesses can tap into a wealth of talent and experience, enhance employee morale, and strengthen their reputations as inclusive employers. However, building workplaces that are supportive and empowering for women with Asian heritage means first understanding the unique challenges and biases faced by this population.
Join our panel of experts to discuss:
- Personal testimonies of the “bamboo ceiling” and the unique challenges women of Asian descent face in the workplace
- Programs tailored to recruit and retain women of Asian descent at every level of an organization
- Strategies for creating clear pathways to leadership for women with Asian heritage.
For questions, please contact [email protected].