Asia Society's

2011 Asian Pacific Americans Corporate Survey

Asia Society Establishes a Strong Foothold in Developing Asian Pacific American Corporate Leaders

In continuation of its mission to strengthen Asian and American relations

• business • policy

• education• culture and arts

Asia Society's 2011 Asian Pacific Americans Corporate Survey is focused on Asian Pacific Americans’ corporate success

With Both Quantitative and Qualitative Data from 3,000 employees- 50% more employees participating this year, 56% more companies.

Identifying best in class companies that develop and promote APAsAnd delivering

confidential company report for companies that were surveyedcomprehensive best practice report

Asia Society's 2011 Asian Pacific Americans Corporate Survey Report

APA DemographicsBest Practices

Employee ResponsesCorporate DiversityOfficers

APA Survey Steering CommitteeDebra Turner Bailey, Corning Incorporated Philip Berry, Philip Berry Associates LLCMichael Chen, NBC News Maurice Cox, PepsiCo, Inc. Geraldine Gallashaw, BNY Mellon Neddy Perez, Ingersoll Rand James Ruan, PricewaterhouseCoopersAida Sabo, Cardinal Health, Inc. Todd Sears, Coda LLCAmy Shang, HSBC

The survey report covers• Best in class company descriptions

• Overall Survey Dimension Summary• Detailed Item results by dimension

• Key Drivers of Employee Engagement • Analysis of Trends: Change from Last Year

• Best in Class Characteristics • Demographic Differences

o Age o Years in the United States

o Perspective from LGBT Employeeso Gender

o Country Heritage

Survey Highlights

Dimension Summary

Key Drivers of Employee Engagement

High

Imp

ort

ance

• I feel good about my opportunities for career growth and development with this company.

• As an Asian Pacific American, I am able to reach my full potential at this company.

• As an Asian Pacific American, I am able to employ all of my skill sets at work.

• I am recognized for my individual strengths, not based on stereotypes.

• I am supported in participating in activities that help develop my professional leadership skills.

The top 5 drivers:

Analysis of Trends- What has Changed since last year?

Areas of Improvement 2010 2011 ChangeThis company’s efforts to develop Asian Pacific Americans are fully supported by supervisors and employees.

55% 60% ↑5

In our work group, we capitalize on the perspectives and talents of Asian Pacific American employees in accomplishing objectives.

55% 59% ↑5

Opportunities to network with other Asian Pacific Americans are available at this company.

68% 72% ↑4

I feel a real sense of belonging as an Asian Pacific American employee of this company.

53% 57% ↑4

I would remain with this company even if offered a comparable job in another company.

62% 65% ↑3

Promotions are awarded to the most deserving employees, regardless of gender, ethnicity, etc.

58% 61% ↑3

This company supports Asian Pacific American employee resource groups.

66% 70% ↑3

This company has an ample representation of individuals with Asian Pacific American backgrounds in key positions within the organization.

51% 54% ↑3

This company has strong ties with the Asian Pacific American community (e.g. philanthropic/scholarship efforts, cultural institutions and societies).

46% 49% ↑3

As an Asian Pacific American, I am able to employ all of my skill sets at work.

69% 72% ↑3

Areas with Decreases 2010 2011 ChangeI am recognized for my individual strengths, not based on stereotypes.

80% 76% ↓4

Leaders of this company understand the Asian marketplace. 62% 59% ↓3

Best in Class Characteristics

Clear Difference between best in class and other companies

Best in Class Characteristics

OTHER COMPANIES

BEST IN

CLASS DIFFERENCEI participate in at least one APA group supported by this company 56% 83%

↑27Company offers mentoring/sponsorship programs for APA's

40% 67%↑27

Company encourages employees to pursue careers in Asia

34% 57%↑23

APA role models that employees can look up to 45% 68% ↑22Clear APA presence in senior leadership positions 36% 57% ↑20Opportunities to network with other APA's available at this company 67% 86%

↑20Strong ties with APA community 43% 62% ↑19Support of APA employee resource groups 65% 83% ↑18Company draws on APA's to engage customers from Asia/Asian descent 41% 58%

↑18Promotions awarded to the most deserving employees 56% 74% ↑18Positive image in the APA community 60% 77% ↑17Sense of belonging as an APA 52% 69% ↑17

Years in the United States

Asian Pacific American Employees who have more recently moved to the United States tend to see their employer more positively when compared with those who have lived in the United States longer.

Differences by Age

Younger APAs provide more feedback about support for growth and career opportunities within their company when compared with their more experienced colleagues.

Older APA’s were more likely to report that APAs hold key positions within their company and were more likely to report opportunities for international assignments in Asia.

Clear Gender Differences

Female Male DifferenceThis company’s leaders have communicated strong strategies for growth in Asia and Asian markets.

↓60% ↑67% 7

In our work group, we capitalize on the perspectives and talents of Asian Pacific American employees in accomplishing objectives.

↓55% ↑61% 6

Leaders of this company understand the Asian marketplace. ↓58% ↑63% 5

As an Asian Pacific American, I am able to employ all of my skill sets at work.

↓69% ↑74% 5

I feel a real sense of belonging as an Asian Pacific American employee of this company.

↓53% ↑58% 5

I would remain with this company even if offered a comparable job in another company.

↓62% ↑66% 4

Asian Pacific American employees have a clear presence in senior leadership positions within this company.

↓40% ↑44% 4

This company supports flexible work arrangements that help me meet family and personal commitments.

↓74% ↑78% 4

       

This company offers mentoring and/or sponsorship programs tailored for Asian Pacific American employees.

↑54% ↓50% 4

Men tended to provide slightly higher ratings of their work environment than did women in the study.

The only item where woman provided higher scores than men was for mentoring and/or sponsorship programs.

Clear Gender Differences

Differences in Country of Heritage

There are clear differences in the survey dimension based upon country heritage.

Reviewing survey results across dimensions, Indian-Americans, Pakistani- Americans, and Filipino-Americans tended to view their workplaces the most positively, while Japanese-Americans, Korean-Americans and Taiwanese-American provided less favorable assessments of the workplace.

Differences in Country of

Heritage

Perspectives from LGBT Employees

  % AgreementLGBT APA Employees

% AgreementOther APA Employees

 

There are Asian Pacific American role models at this company I look up to.

66% 54% ↑12*

Opportunities to network with other Asian Pacific Americans are available at this company.

79% 69%↑10

NS

I participate in at least one Asian Pacific American group supported by this company.

74% 65% ↑ 9 NS

This company’s efforts to develop Asian Pacific Americans are fully supported by supervisors and employees.

66% 58% ↑8 NS

There are Asian Pacific American role models at this company I look up to.

66% 54% ↑8 NS

This company draws on its Asian Pacific American employees to engage customers from Asia or of Asian descent.

59% 52% ↑7 NS

This company supports Asian Pacific American employee resource groups.

67% 60% ↑7 NS

This company has an ample representation of individuals with Asian Pacific American backgrounds in key positions within the organization.

58% 52% ↑6 NS

In our work group, we capitalize on the perspectives and talents of Asian Pacific American employees in accomplishing objectives.

74% 69% ↑5 NS

Highlights of What’s Next

Asia Society Provides

Survey Report

Diversity Leadership Forum

Customized Roundtables