A study on why foreign-born East Asians but not US-born East Asians are underrepresented in leadership attainment in the U.S.

Abstract

Abstract A recent study investigated the impact of culture of Asian groups on leadership attainment in the U.S. It revealed that East Asians (EAs) are less likely than South Asians (SAs) and white people (WP) to attain leadership positions, and SAs may even surpass WP in leadership attainment. The study explained that the underrepresentation of EAs in leadership positions in the U.S. (the so called bamboo ceiling) is partly because EAs communicate less assertively. Specifically, EA cultures value collectivism (e.g., humility and harmony), which are at odds with western cultures that value individualism (e.g., extraversion and assertiveness), whereas SA cultures are congruent with western cultures. However, the study did not distinguish the different impact of home culture (i.e., EA cultures) and host culture (i.e., western cultures) on US-born EAs versus foreign-born EAs. We argue that for US-born EAs (i.e., second generation EAs), host culture plays a more important role than home culture in their growth and they may not be underrepresented in leadership attainment compared to WP. The bamboo ceiling effect is mostly demonstrated among foreign-born EAs (i.e., first generation EAs) who are shaped mainly under the home culture. We support the argument by conducting analysis on one of the datasets in the original study and a new dataset from Fortune’s 40-under-40 list. Our study suggests that when studying the underrepresentation of leadership attainment for EAs, US-born EAs and foreign-born EAs should not be aggregated in one category. Considering the ethnic EA group, the bamboo ceiling phenomenon may exist mainly among foreign-born EAs because US-born EAs, with a median age of 21.3, are much younger than the general American population, who may not be experienced enough to be considered for leadership positions in established large companies.