to lead but we show it in being key team players as we want harmony more than personal glory.” Renu Ahuja, General Manager and Engagement Director at HCL Technologies, affirmed the presence of the unassertive Asian stereotype. “I have often encountered the impression that we don’t speak up and it’s difficult for people of our origin to say no to the client and be the bearer of bad news. While it is true to some extent, a lot of progress has been made and most people are able to cross that barrier now.” Another frequent stereotype, that of the high-achieving Asian and Pacific American, could be argued as positive, but often times creates a climate of anxiety to live up to such high standards of the “model minority.” “The ‘hard worker’ image sets up unrealistic expectations that Asian Americans will gladly make major sacrifices for work, e.g., work for less, work harder, and work longer hours,” articulated Esther Lumague, Director of International Human Resources at Harris Corporation. Concurrently, Asian and Pacific Americans are seen as particularly adept in technical fields, like math, science and music, says Boon Ooi, Vice President of Global Compensation, Benefits & HRIS at Ryder System, (which many could argue is not a totally negative generalization). But as Ooi expressed, “There are so many other areas that Asian and Pacific Americans could excel in if only given the opportunity.”
ESTHER LUMAGUE Harris Corporation
BOON OOI Ryder System, Inc.
SONNY BORJA-BARTON Medical Mutual
RAJIV THADANI KPMG LLP
What’s the Future for Asian and Pacific Americans?
Many Asian- and Pacific-American business leaders and executives hope to see younger generations become more vocal and assertive in their careers, find-
JEAN ERI SHIMOTAKE White & Case LLP
ing mentors and sponsors that may help them succeed. “I would encourage the next generation of Asian and Pacific Americans to step into leadership and raise their hands for the big and visible jobs. In doing so, look for sponsors and mentors, APA or not, to help you on your journey. Do not opt out of leadership—our world needs strong leaders,” shared Sy. VP of Pharmacy Management for Medical Mutual Sonny Borja-Barton agreed, giving the following advice: “Seek mentors and colleagues who have the characteristics you believe in. For me, these characteristics are honesty, integrity, humility, loyalty, and vision.” KPMG’s Rajiv Thadani, Managing Director, Tax, thinks the board room is the next phase for Asian and Pacific Americans in business. “While Asian Americans have expanded their profile in corporate America by taking on more senior roles, not enough of them have made it to the board room yet.” Many leaders also express a desire for young Asian and Pacific Americans to become more involved in activism, leading political and social causes that are important to them and their communities. To Ooi, this is the greatest challenge within the Asian-Pacific American community. “Insufficient political involvement means a lack of a voice for Asian Americans. There is so much progressive technological advancement in the world, much of which is being driven in the Asia/Pacific region. I think if this group had more of a voice in the U.S., then we could see more opportunities to leverage progress here as well.” Finally, White & Case’s Jean Eri Shimotake’s advice is the simplest: “There will be roadblocks and naysayers who will say you are not up to the challenge. Have confidence in yourself.” PDJ
May/June 2012
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