Breaking the Bamboo Ceiling

Asian culture is becoming more and more seen in the western world, with Asian restaurants and settlements such as china town becoming regular parts of most urban areas and the prominence of Asian employees and managers in western businesses will continue to grow along with that. Asian culture is having a growing impact in western society and this should carry over into a larger role for Asians within western companies. The bamboo ceiling, for the large part, does not exist due to intentional racism or discrimination, but instead exists due to a variety of underlying factors that most business managers would not even think twice about. The lack of intentional racism or discrimination as factors is shown in the statistic that over 88% of Asians feel happy and good about their workplace and that 85% feel that there are no disrespectful or offensive actions (Reid amp; Berry, 2010). These factors must be exposed so that western society can focus on correcting this flaw in the corporate world and improving the upper managerial job prospects for Asians. It is wrong of our society to discriminate against other cultures, even if it is an nintentional discrimination, we must be diligent in determining why this is happening and from these factors determine how we can right the situation and help break through the bamboo ceiling. Evidence of the Bamboo Ceiling: The bamboo ceiling can be seen to exist due to the small number of Asians in management positions when compared with the large number of Asians that exist within the western business world. While Asians make up around 5% of the American population, they only represent 2% of CEO’s and upper management of the Fortune 500 companies. Varki despite his clearly excellent qualifications. Eventually he made his way into the academic industry and slowly climbed the corporate ladder, becoming the very first foreign president of the American Society for Clinical Investigation and the first foreign editor of the Journal of Clinical Investigation (Ruttimann, 2009). This was a milestone for many Asian immigrants looking to break the bamboo ceiling. This step was one of the first of many positive examples of Asian immigrants succeeding in western corporate society, yet there is still a long way to go. A more negative example can be seen through the case of Alice Huang who was in the final round of interviews for a position as university president. Throughout the interview she was continually asked what she would be willing to give up if she got the job, and eventually came out and told them she did not think she would get the job due to how she looked and what her race was. In response to this she only received silence from her interviewers which confirmed her suspicions, and shows that the bamboo ceiling is indeed real and that it can have detrimental impacts on the life of Asian immigrants and their careers (Ruttimann, 2009). Conclusion: Companies can greatly benefit from diversifying their management staff as the business world becomes more and more global every year. If you expect to compete on the world stage then you must have a diverse staff with a large knowledge base of overseas areas, such as Asian countries. Having Asians in high level management roles would offer that company valuable information on how to break into markets overseas, as well as how to market products to all Asians, including the growing number of those residing in western society (Reid amp; Berry, 2010). This information could prove to be the difference between a company succeeding and failing in a foreign market, or with the Asian demographic in western society. To receive the benefits that comes with this diversity, western corporations must be very careful to avoid stereotyping and should be more sensitive to others cultures. Understanding that the western way doesn’t apply to everyone and it isn’t necessarily the best practice will help many corporations to get over these stereotypes, be more sensitive to Asian culture and to increase the chance of seeing Asians in top management.