Bamboo ceiling
Encyclopedia
The term "bamboo ceiling" refers to the processes and barriers that often serve to exclude Asians, Pacific Islanders, and people of Asian descent from executive positions on the basis of subjective factors such as “lack of leadership potential” and “lack of communication skills” that cannot actually be explained by job performance or qualifications. It describes the subtler forms of racism and negative stereotyping of Asians and Pacific Islanders that exist in the workforce today.
The term is a derivative of the glass ceiling
, which refers to the more gendered metaphor used to describe invisible barriers through which women and minorities can see managerial positions, but cannot reach them.
prohibited discrimination on the basis of race. However, covert forms of racism
persist in the workforce. The Census Bureau reports that Asian-Americans have the highest education levels of any racial category in the United States. Of Asian-Americans, 52.4% are college graduates, while the national average is 29.9%. The Asian-American population accounts for about 4.8% of the U.S. population, but only 0.3% of corporate offices. Even in fields where Asian-Americans are highly represented, such as the Silicon Valley software industry, they comprise a disproportionately small percentage of upper management and board positions.
The bamboo ceiling in the United States
is a subtle and complex form of discrimination, as the umbrella term “Asian-American” extends to include a number of diverse groups, including South Asians, East Asians, Southeast Asians, and Pacific Islanders. These groups are often subject to “model minority
” stereotypes, and viewed as quiet, hardworking, family-oriented, high achieving in math and science, as well and passive, nonconfrontational, and antisocial. In the workforce, some of these perceptions may seem positive in the short-term, but in the long-term they impede progression up the corporate and academic ladders.
While Asian-Americans are often viewed as a “model minority” race, many feel that they are an invisible or “forgotten minority,” despite being one of the fastest growing groups in the country. Because they are generally considered ineligible for many of the minority rights of underrepresented races, and Asian-Americans have been shown to be less likely to report incidents of racial discrimination in the workplace, there are few institutional avenues and programs for them to combat these labels and perceptions.
Many of these stereotypes and expectations have a basis in cultural misunderstandings. Some Asian-Americans claim that they are raised with culture-specific values that affect perceptions of their workplace behavior. For example, some report being taught from an early age to be self-effacing, reticent, respectful, and deferential towards authority. These values do not translate well into the American workplace, where Asian-Americans are sometimes perceived as aloof, arrogant, and inattentive. As a result, Asian-Americans are less likely to be seen as having qualities that appeal to American employers, such as leadership, charisma, creativity, and risk-taking, and are often passed over for promotions in spite of satisfactory job performance. Asian-Americans are also less likely to aggressively network, self-promote, and speak up at work meetings with concern and ideas when compared to their coworkers.
Others indicate that physical characteristics are a factor. Studies have shown that taller individuals tend to be promoted and earn more money than shorter individuals, and the average Asian-American height is shorter than the national average. Some also report that Asian facial characteristics are unconsciously perceived as less expressive, less engaged and interested, and less trustworthy. These factors, combined with the common stereotypes and portrayals of Asian-Americans as “nerds
” and “geeks” with high math aptitude creates an image of Asian males in particular as “[s]hort, not good-looking, socially inept, sexually null.” Furthermore, even Asian-Americans born and raised in the United States are sometimes assumed to be less English-proficient on the basis of their appearance as “perpetual foreigners.”
Another factor may be an existing lack of connections and Asian-Americans role models in upper management and in politics. Until relatively recently with the Civil Rights Movement
, a large number of individuals of Asian descent had few political and social rights, or were denied rights of citizenship by naturalization. While many Asian-Americans are active in political life and government positions today, their representation is still disproportionately small, and there remain unofficial barriers to political access.
The term is a derivative of the glass ceiling
Glass ceiling
In economics, the term glass ceiling refers to "the unseen, yet unbreachable barrier that keeps minorities and women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements." Initially, the metaphor applied to barriers in the careers of women but...
, which refers to the more gendered metaphor used to describe invisible barriers through which women and minorities can see managerial positions, but cannot reach them.
The bamboo ceiling in the US
The Civil Rights Act of 1964Civil Rights Act of 1964
The Civil Rights Act of 1964 was a landmark piece of legislation in the United States that outlawed major forms of discrimination against African Americans and women, including racial segregation...
prohibited discrimination on the basis of race. However, covert forms of racism
Racism
Racism is the belief that inherent different traits in human racial groups justify discrimination. In the modern English language, the term "racism" is used predominantly as a pejorative epithet. It is applied especially to the practice or advocacy of racial discrimination of a pernicious nature...
persist in the workforce. The Census Bureau reports that Asian-Americans have the highest education levels of any racial category in the United States. Of Asian-Americans, 52.4% are college graduates, while the national average is 29.9%. The Asian-American population accounts for about 4.8% of the U.S. population, but only 0.3% of corporate offices. Even in fields where Asian-Americans are highly represented, such as the Silicon Valley software industry, they comprise a disproportionately small percentage of upper management and board positions.
The bamboo ceiling in the United States
United States
The United States of America is a federal constitutional republic comprising fifty states and a federal district...
is a subtle and complex form of discrimination, as the umbrella term “Asian-American” extends to include a number of diverse groups, including South Asians, East Asians, Southeast Asians, and Pacific Islanders. These groups are often subject to “model minority
Model minority
Model minority refers to a minority ethnic, racial, or religious group whose members achieve a higher degree of success than the population average. It is most commonly used to label one ethnic minority higher achieving than another ethnic minority...
” stereotypes, and viewed as quiet, hardworking, family-oriented, high achieving in math and science, as well and passive, nonconfrontational, and antisocial. In the workforce, some of these perceptions may seem positive in the short-term, but in the long-term they impede progression up the corporate and academic ladders.
While Asian-Americans are often viewed as a “model minority” race, many feel that they are an invisible or “forgotten minority,” despite being one of the fastest growing groups in the country. Because they are generally considered ineligible for many of the minority rights of underrepresented races, and Asian-Americans have been shown to be less likely to report incidents of racial discrimination in the workplace, there are few institutional avenues and programs for them to combat these labels and perceptions.
Causes and effects
Some analysts attribute the racial disparity in administrative capacities to negative extensions of the aforementioned stereotypes of Asian-Americans, such as common assumptions that they are “lacking in leadership skills” or that they have “poor communication abilities.” Asian-Americans are also sometimes expected to have higher qualifications than their white counterparts, such as graduating from more prestigious universities, to achieve the same positions in American companies.Many of these stereotypes and expectations have a basis in cultural misunderstandings. Some Asian-Americans claim that they are raised with culture-specific values that affect perceptions of their workplace behavior. For example, some report being taught from an early age to be self-effacing, reticent, respectful, and deferential towards authority. These values do not translate well into the American workplace, where Asian-Americans are sometimes perceived as aloof, arrogant, and inattentive. As a result, Asian-Americans are less likely to be seen as having qualities that appeal to American employers, such as leadership, charisma, creativity, and risk-taking, and are often passed over for promotions in spite of satisfactory job performance. Asian-Americans are also less likely to aggressively network, self-promote, and speak up at work meetings with concern and ideas when compared to their coworkers.
Others indicate that physical characteristics are a factor. Studies have shown that taller individuals tend to be promoted and earn more money than shorter individuals, and the average Asian-American height is shorter than the national average. Some also report that Asian facial characteristics are unconsciously perceived as less expressive, less engaged and interested, and less trustworthy. These factors, combined with the common stereotypes and portrayals of Asian-Americans as “nerds
Nerds
Nerds are a form of candy currently sold by Nestlé under their Willy Wonka Candy Company brand.Nerds were first created and then launched in 1983 by Kevin Ruby Deering, who was Brand Manager, eventually becoming Vice President of Marketing and Technical Services until he left in 1992. Robert Boutin...
” and “geeks” with high math aptitude creates an image of Asian males in particular as “[s]hort, not good-looking, socially inept, sexually null.” Furthermore, even Asian-Americans born and raised in the United States are sometimes assumed to be less English-proficient on the basis of their appearance as “perpetual foreigners.”
Another factor may be an existing lack of connections and Asian-Americans role models in upper management and in politics. Until relatively recently with the Civil Rights Movement
Civil rights movement
The civil rights movement was a worldwide political movement for equality before the law occurring between approximately 1950 and 1980. In many situations it took the form of campaigns of civil resistance aimed at achieving change by nonviolent forms of resistance. In some situations it was...
, a large number of individuals of Asian descent had few political and social rights, or were denied rights of citizenship by naturalization. While many Asian-Americans are active in political life and government positions today, their representation is still disproportionately small, and there remain unofficial barriers to political access.