Asia Society's  2011 Asian Pacific Americans  Corporate Survey
<ul><li>Asia Society Establishes a Strong Foothold in Developing Asian Pacific American Corporate Leaders </li></ul><ul><l...
Asia Society's  2011 Asian Pacific Americans Corporate Survey  is focused on Asian Pacific Americans’ corporate success Wi...
<ul><li>Asia Society's  2011 Asian Pacific Americans Corporate Survey Report </li></ul>APA Demographics Best Practices Emp...
APA Survey Steering Committee Debra Turner Bailey, Corning Incorporated  Philip Berry, Philip Berry Associates LLC Michael...
<ul><li>The survey report covers </li></ul><ul><li>Best in class company descriptions </li></ul><ul><li>Overall Survey Dim...
<ul><li>Survey Highlights </li></ul>
<ul><li>Dimension  </li></ul><ul><li>Summary  </li></ul>
Key Drivers  of Employee Engagement  High Importance <ul><li>I feel good about my opportunities for career growth and deve...
Analysis  of Trends- What has  Changed  since last  year?  Areas of Improvement 2010 2011 Change This company’s efforts to...
Best in Class Characteristics  Clear Difference between best in class and other companies
Best in Class Characteristics  OTHER COMPANIES BEST IN CLASS DIFFERENCE I participate in at least one APA group supported ...
Years in the United States  Asian Pacific American Employees who  have more recently  moved to  the United States tend to ...
Differences by Age  Younger APAs provide more feedback about support for  growth and career opportunities  within their co...
Clear Gender Differences  Female Male Difference This company’s leaders have communicated strong strategies for growth in ...
Men  tended to provide slightly  higher ratings  of their work environment than did women in the study.  The only item whe...
Differences in Country of Heritage  There are clear differences in the survey dimension based upon country heritage. Revie...
Differences in Country of  Heritage
Perspectives from  LGBT Employees    % Agreement LGBT APA Employees % Agreement Other APA Employees   There are Asian Paci...
<ul><li>Highlights of What’s Next </li></ul>
<ul><li>Asia Society Provides </li></ul><ul><li>Survey Report </li></ul><ul><li>Diversity Leadership Forum </li></ul><ul><...
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Asia Society's 2011 APA Corporate Survey

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Asia Society conducts an annual national benchmarking study to understand where Asian Pacific American (APA) leaders are on the corporate leadership ladder at Fortune 500 companies. The survey identifies which companies are perceived as best at promoting and developing their APA leaders and the best practices that are enable them to successfully attract, develop and retain APA leaders.
2010 BEST IN CLASS EMPLOYERS:
Cardinal Health, Inc.; KPMG LLP; McDonald’s USA; PepsiCo, Inc.
2010 BEST IN CLASS FINALISTS:
3M; Cardinal Health, Inc.; Corning Incorporated; KPMG LLP; Kraft Foods, Inc.; Lear Corporation; MasterCard Worldwide; McDonald’s USA; New York Life Insurance Company; PepsiCo, Inc.

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Asia Society's 2011 APA Corporate Survey

  1. 1. Asia Society's 2011 Asian Pacific Americans Corporate Survey
  2. 2. <ul><li>Asia Society Establishes a Strong Foothold in Developing Asian Pacific American Corporate Leaders </li></ul><ul><li>In continuation of its mission to </li></ul><ul><li>strengthen Asian and American relations </li></ul><ul><li>business </li></ul><ul><li>policy </li></ul><ul><li>education </li></ul><ul><li>culture and arts </li></ul>
  3. 3. 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 APAs And delivering confidential company report for companies that were surveyed comprehensive best practice report
  4. 4. <ul><li>Asia Society's 2011 Asian Pacific Americans Corporate Survey Report </li></ul>APA Demographics Best Practices Employee Responses Corporate Diversity Officers
  5. 5. APA Survey Steering Committee Debra Turner Bailey, Corning Incorporated Philip Berry, Philip Berry Associates LLC Michael Chen, NBC News Maurice Cox, PepsiCo, Inc. Geraldine Gallashaw, BNY Mellon Neddy Perez, Ingersoll Rand James Ruan, PricewaterhouseCoopers Aida Sabo, Cardinal Health, Inc. Todd Sears, Coda LLC Amy Shang, HSBC
  6. 6. <ul><li>The survey report covers </li></ul><ul><li>Best in class company descriptions </li></ul><ul><li>Overall Survey Dimension Summary </li></ul><ul><li>Detailed Item results by dimension </li></ul><ul><li>Key Drivers of Employee Engagement </li></ul><ul><li>Analysis of Trends: Change from Last Year </li></ul><ul><li>Best in Class Characteristics </li></ul><ul><li>Demographic Differences </li></ul><ul><li>Age </li></ul><ul><li>Years in the United States </li></ul><ul><li>Perspective from LGBT Employees </li></ul><ul><li>Gender </li></ul><ul><li>Country Heritage </li></ul>
  7. 7. <ul><li>Survey Highlights </li></ul>
  8. 8. <ul><li>Dimension </li></ul><ul><li>Summary </li></ul>
  9. 9. Key Drivers of Employee Engagement High Importance <ul><li>I feel good about my opportunities for career growth and development with this company. </li></ul><ul><li>As an Asian Pacific American, I am able to reach my full potential at this company. </li></ul><ul><li>As an Asian Pacific American, I am able to employ all of my skill sets at work. </li></ul><ul><li>I am recognized for my individual strengths, not based on stereotypes. </li></ul><ul><li>I am supported in participating in activities that help develop my professional leadership skills. </li></ul>The top 5 drivers:
  10. 10. Analysis of Trends- What has Changed since last year? Areas of Improvement 2010 2011 Change This 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 Change I am recognized for my individual strengths, not based on stereotypes. 80% 76% ↓ 4 Leaders of this company understand the Asian marketplace. 62% 59% ↓ 3
  11. 11. Best in Class Characteristics Clear Difference between best in class and other companies
  12. 12. Best in Class Characteristics OTHER COMPANIES BEST IN CLASS DIFFERENCE I participate in at least one APA group supported by this company 56% 83% ↑ 27 Company 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% ↑ 22 Clear APA presence in senior leadership positions 36% 57% ↑ 20 Opportunities to network with other APA's available at this company 67% 86% ↑ 20 Strong ties with APA community 43% 62% ↑ 19 Support of APA employee resource groups 65% 83% ↑ 18 Company draws on APA's to engage customers from Asia/Asian descent 41% 58% ↑ 18 Promotions awarded to the most deserving employees 56% 74% ↑ 18 Positive image in the APA community 60% 77% ↑ 17 Sense of belonging as an APA 52% 69% ↑ 17
  13. 13. 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.
  14. 14. 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.
  15. 15. Clear Gender Differences Female Male Difference This 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
  16. 16. 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
  17. 17. 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.
  18. 18. Differences in Country of Heritage
  19. 19. Perspectives from LGBT Employees   % Agreement LGBT APA Employees % Agreement Other 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
  20. 20. <ul><li>Highlights of What’s Next </li></ul>
  21. 21. <ul><li>Asia Society Provides </li></ul><ul><li>Survey Report </li></ul><ul><li>Diversity Leadership Forum </li></ul><ul><li>Customized Roundtables </li></ul>

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