Tag Archive | "asian-americans"

Hyphen: Creating a Much-Needed Link by Beatrice Yeung

Hyphen: Creating a Much-Needed Link by Beatrice Yeung

Growing up in Northern California in the 1980s, I was haunted by the image of Long Duk Dong, the Chinese exchange student from John Hughes’ teen movie Sixteen Candles. With his accent and screwball social graces, everything about “the Donger” was mortifying and ridiculous. But embarrassing as he was, for decades, Long Duk Dong was, for many, the image most instantly associated with Asian-Americans. And, more unfortunately, Dong was only one in a long string of offensive media representations, where Asian-Americans tended to be portrayed as inscrutable villains, exotic female sirens, or foreign uber-nerds.

These stereotyped caricatures didn’t even begin to approach the dynamism, boldness, or creativity of the Asian-Americans I knew in real life. Where were those in the popular media who had found a satisfying balance of both cultures, and who felt just as comfortable speaking Tagalog or going to temple as they did fronting a punk band or throwing a football?

This discrepancy led me to pursue a career in journalism, which initially confounded my parents, who are originally from Hong Kong. Like most immigrants, they’d hoped I’d land an estimable and well-compensated job as a lawyer or doctor. When it became clear that my commitment to journalism wasn’t merely a passing fad, my folks assured themselves that I’d be the next Connie Chung, even though I’ve always loved the written word far more than the camera — or the spotlight.

As a result, I immersed myself in print journalism, which has allowed me to tell stories for outlets like SF Weekly and public radio about a Hmong-American teen studying to become a shaman, or Chinese-American business-owners battling a poor economy. Though I felt I was doing my small part, and I knew of a slew of journalists who were doing the same, nuanced representation of Asian-Americans remained rare. An exception was aMagazine, a stylish glossy run out of New York City. But in 2002, it announced it would be folding.

That one of the few media voices of Asian America was about to be snuffed out was simply not acceptable to me. I immediately contacted a number of writer friends and we decided that this could become an opportunity to create the magazine that we’d always wanted to read — a publication that would marry substance with sass, and tackle everything from Asian-Americans in the Obama administration to Margaret Cho to Cambodian-Americans returning to their home country to remove undetonated Vietnam War-era bombs.

We began meeting around a kitchen table in San Francisco over snacks and beer, and a vision emerged. Our magazine wouldn’t flinch at covering serious issues, but it also wouldn’t take itself too seriously, either. It would cover Asian-Americans in Louisiana, Utah, and Illinois, not just the critical mass living in California and New York. It would feature emerging artists, thinkers, and doers, not just the few established Asian- Americans who’d gotten a nod from the mainstream. We’d explore cultural issues while tackling what was Asian American by tangent or by happenstance. It would cover what I have since dubbed “post-identity”; while we certainly wouldn’t ignore the political nature of race, we wouldn’t fixate on the academic or overwrought exploration of Identity Politics 101. We’d redefine Asian America simply by being and writing about who we really are.

Our early efforts were infectious, and we quickly outgrew the kitchen table. During a year’s worth of after-work meetings in borrowed conference rooms, we developed the publication’s voice, elected leaders, debated content, threw fund-raising parties, fought among ourselves, and eventually learned to work together. A pair of staff members even fell in love and got married — all stuff worthy of a reality-TV show.

Starting a magazine from scratch with zero funds was no easy task, but we were made mighty by bowls of Spam and kimchi over rice, and we were inspired by the passion and dedication that we saw in each other. We marched steadily, if improbably, toward the publication of our first issue.

The first issue of Hyphen was published in June 2003, and it paid tribute to Civil Rights-era Asian-American activism. The cover depicted a woman sitting on a stack of suitcases by the side of a road, under a sign that read, “Welcome to Asian America, Population 11 Million.” Since then, our numbers have grown to 15.5 million, and so has our diversity and presence in mainstream culture.

The media landscape has changed since our first issue. Now Asian-American faces are everywhere, from the Kelly Kapoor character on The Office to World Series-winning baseball pitchers like Tim Lincecum to the all-Asian American hip-hop group Far East Movement that’s currently climbing the musical charts. We’re proud that Hyphen has contributed and chronicled that transformation, and we remain committed to pushing the boundaries of Asian America, and monitoring the shifts that come from new immigration patterns and emerging political and cultural realities. This has made our job more challenging and more interesting as we seek to publish stories that look at the tremendous possibility in — and the deep disparities within — Asian America.

Nearly nine years later, it’s incredible to see what Hyphen has accomplished. When we started it, we didn’t know that we would create such a far-reaching community. We first gathered around that kitchen table because we were hungry for a more complex representation of America. And when none presented itself, we decided to do it ourselves. And it worked.

Bernice Yeung is a co-founder and board chair of Hyphen magazine. A San Francisco-based freelance journalist, her writing has appeared in The New York Times, Wired, Dwell, and Glamour.

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Better Luck Tomorrow: Breaking the Bamboo Ceiling by Peter Nguyen

Better Luck Tomorrow: Breaking the Bamboo Ceiling by Peter Nguyen

There’s a vicious cycle of disappointment from each passing generation. Hopeful Asian- Americans face the dissatisfying reality that their dreams of corporate-management success are being overlooked by the outspoken and eccentric. Corporate America is playing a different game and most Asian-Americans aren’t even aware of the rules.

While Asian-American males are strongly represented as professionals in the workforce (23%), they’re underrepresented in executive managerial positions (14%). Asian-American females represent 17% of professional jobs, but are less likely to be represented as executives or managers (12%). In Silicon Valley, CA, where Asian-Americans comprise 30% of technology professionals, a 1993 study showed that they only make up 12.5% of managerial positions.

In a 1999 study by the University of California at Santa Barbara, psychologists identified 14 Asian values that come from Confucius’ teachings. They include collectivism, deference to authority figures, self-control, self-effacement and avoidance of family shame. Although these values do have their strengths in a team setting, they have also limited characteristics that conflict with career advancement. The study also revealed that these values were not found to significantly differ across each passing generation. This means that unless there is a new shift in thinking, the disappointment of the past will continue to dictate the future.

Education isn’t the only key

According to the 2002 data from the US Census Bureau, 44% of Asian-Americans over age 25 have graduated from college, compared to the 27% average for the U.S. population. About 25% of Stanford University undergraduates are of Asian descent, and Asians make up more than 40% of undergraduates at the University of California at Berkeley. In California, while Asian-Pacific Americans comprise 8% of all elementary students, they represent 17% of those in schools in the top 10%. Only 4 percent of Asians in those schools are in the bottom 10%. Far too often, Asians are pressured so heavily to enter certain professions, it may be at the expense of completely neglecting their own aptitudes, personalities, and, most importantly, passions.

Dan Goleman, in his book Working with Emotional Intelligence, calls “emotional intelligence” a greater value in American companies. Unfortunately, the unwavering emphasis on education in Asian culture overshadows the need to develop emotional intelligence. The American values of assertiveness, networking, and self-promotion by Asian-Americans are overwritten with “the loudest duck gets shot” Confucian way of thinking.

Bamboo Ceiling

There is some good news, however. In her book Breaking the Bamboo Ceiling, author Jane Hyun gives deep insights on how Asian-Americans can finally get the well-deserved spots in the corner offices.

“The bamboo ceiling is clearly a nod to the term glass ceiling, a term that has historically been used to address barriers that women and multicultural professionals have faced in the workplace,” she says. “It is the combination of personal and organizational barriers that keep someone from advancing inside an organization. For organizations, it is both the lack of awareness about these differences and the resulting subtle biases that may occur. Another aspect of the bamboo ceiling is deeply imbedded cultural values and norms that impact Asian professionals’ interactions with others and cause others to make judgments about them.”

In many Asian countries, too much eye contact is a sign of disrespect and can come off as rude. The lack of consistent eye contact and a firm handshake may be misunderstood by recruiters and hiring managers.

Hyun suggests finding an experienced mentor. This cannot be stressed highly enough. Great mentors are very much linked to having a great network. As cliché as it sounds, in order to reach the top, it really does matter more who th

Speak your way up

To win more clients, gain recognition, and be selected for more interesting topics, you must be constantly looking for ways to make your accomplishments known. This can be done by taking on high-visibility corporate tasks overseen by senior management or by speaking up in meetings to establish credibility and connect you with others in the company.

Traditional Asian influences such as respect for authority (reluctance to question an expert), emphasis on harmony (backing down when challenged), can profoundly impact Asians’ effectiveness at work with co-workers, clients, managers, and subordinates. Asians need to ensure that their workplace behaviors aren’t being misinterpreted.

For example, the Asian employee’s deep-rooted value of respect for authority may lead colleagues to view him as a “yes man.” While you don’t want to be known as the perpetual devil’s advocate either, you should be able to question someone’s decision without disrespecting his or her authority. If you know the meeting will be a difficult one, you should prepare double-time by checking your sources and prepping the key participants prior to the day of the meeting.

Missing Out

Hyun thinks corporate America is missing out if it doesn’t figure out how to work with Asians. “If there are Asians opting out of firms before they reach their full potential because of a bad manager, or other cultural workplace misunderstanding, we lose out because we miss out on the unrealized contributions they could have offered,” she says. “As more young Asian- Americans enter corporations, I’d like to see more Asians use their cultural attributes as assets in their leadership — to be impacting their organizations positively with their skills, knowledge, and leadership capabilities.”

Perhaps, the future generations of Asian-Americans will be able to leverage the best of both cultures embedded in their upbringing and America to give Asians a chance. You can’t change your skin color, but you can disprove any preconceived prejudices by outwardly living up to your full potential. Some pioneers are already leading the way. It is up to the upcoming generations to break the unkind cycle of the past.

“The key to upward career mobility is self-awareness, recognizing what leadership gaps you need to fill in order to advance your career and taking the time to fill those gaps, and developing relationships with mentors who will help you navigate inside your organization,” says Hyun.

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