(notes for myself)


“More likely, the discrepancy in these numbers is a matter of unconscious bias… Subjects in a recently published psychological experiment consistently rated hypothetical employees with Caucasian-sounding names higher in leadership potential than identical ones with Asian names”

“To become a leader requires taking personal initiative and thinking about how an organization can work differently. It also requires networking, self-promotion, and self-assertion”

“He offered the example of Asians who don’t speak up at meetings. ‘So let’s say I go to meetings with you and I notice you never say anything. And I ask myself, "Hmm, I wonder why you’re not saying anything. Maybe it’s because you don’t know what we’re talking about. That would be a good reason for not saying anything. Or maybe it’s because you’re not even interested in the subject matter. Or maybe you think the conversation is beneath you.” So here I’m thinking, because you never say anything at meetings, that you’re either dumb, you don’t care, or you’re arrogant. When maybe it’s because you were taught when you were growing up that when the boss is talking, what are you supposed to be doing? Listening.’“

"This idea of a kind of rule-governed rule-breaking—where the rule book was unwritten but passed along in an innate cultural sense—is perhaps the best explanation I have heard of how the Bamboo Ceiling functions in practice.”

(I don’t agree with all of the viewpoints expressed in the article…or some of the language used…or the tone (it’s problematic to me that the “Asian American voice” is so often this very male kind of voice)…but I do think that many of the issues invoked are relevant, and many of them resonate very deeply with me.)

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