Breaking the Bamboo Ceiling: Why Asian Leaders Are Still Underrepresented
My Holland (MBA,MA)
EQuest Asia CEO | Certified LEGO? SERIOUS PLAY?| TedX speaker | Founder VK N? |Transforming leaders |Positive Strategist | EQ & Positive Psy.| Engagement Consultant, Author, Eurocham WIB | Iaidoka
I remember the first time I was told I wasn’t “leadership material.”? It wasn’t because I lacked experience, skills, or ambition. It wasn’t even said outright. It was hidden in phrases like “You’re great at execution, but we need someone with a stronger presence” or “You’re doing amazing work behind the scenes—why change that?”?.
At the time, I didn’t question it. I thought maybe they were right. Maybe I wasn’t assertive enough, loud enough, “leader-like” enough. It took me years to realize that what they really meant was: You don’t fit our idea of leadership. And that idea was shaped by a system that has long favored a particular image of who a leader should be—one that often doesn’t include people who look like me.?
The Bamboo Ceiling Is Real?
The Bamboo Ceiling is a term that describes the invisible barriers that keep Asian professionals from reaching leadership positions, particularly in Western countries like Australia, the U.S., and beyond.? Despite being one of the most educated and highly skilled groups, Asians remain significantly underrepresented in senior leadership roles. Studies have shown that Asian employees are more likely to be perceived as competent but not charismatic, hardworking but not leadership material.? I’ve heard the same stories from so many Asian professionals:? - “I do the work, but I’m overlooked for promotions.”? - “I was told to be more assertive, but when I am, I’m seen as aggressive.”? - “I’m encouraged to speak up, but when I do, I’m ignored.”? Sound familiar??
Why Does This Happen?? One of the biggest reasons for the Bamboo Ceiling is unconscious bias about leadership styles.? In many Western workplaces, leadership is still associated with charismatic, outspoken, and dominant personalities—qualities that align more with Western cultural norms. But in many Asian cultures, leadership is often seen differently:? ? Leading through quiet influence, not just loud authority? ? Listening before speaking, rather than dominating the conversation? ? Focusing on collective success over self-promotion? These qualities are strengths, yet they are often undervalued or misinterpreted as a lack of confidence, ambition, or leadership potential.? ## How Do We Break the Bamboo Ceiling??
Breaking these barriers isn’t just the responsibility of Asian professionals—it requires a shift in how organizations recognize and develop diverse leadership styles.?
For organizations and leaders:?
? Redefine leadership – Stop relying on outdated models that favor extroversion and dominance. Leadership comes in many forms.?
? Challenge unconscious bias – Who are you overlooking? Who are you promoting? Are you truly assessing potential or just choosing what feels familiar??
? Sponsor, don’t just mentor – It’s not enough to give advice—actively advocate for Asian professionals in leadership pipelines.?
For Asian professionals navigating this system:?
? Own your leadership style – You don’t have to be the loudest voice in the room to be a leader. Influence is powerful in many forms.?
? Make your achievements visible – Self-promotion may feel uncomfortable, but it’s necessary. Find ways to showcase your impact.?
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? Find allies and advocates – The right sponsors and mentors can help open doors that might otherwise stay closed.?
Leadership Doesn’t Have One Look? For too long, leadership has been defined by narrow standards. But real leadership isn’t about how loud you are, how aggressive you can be, or how much you fit an outdated mold. It’s about impact, vision, and the ability to inspire change—and that comes in many forms.? The Bamboo Ceiling is real, but it’s not unbreakable. It’s time to change the narrative.?
?? Have you faced barriers in leadership because of cultural bias?
How did you navigate it? Let’s share and break the ceiling together.?
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Hi, I'm My. I'm an Executive Coach and Positive Change Catalyst. I deliver impactful coaching and training to inspire and ignite action for a positive and inclusive workplace.
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??Interested in energizing facilitations? I use LEGO? Serious Play?, and new approaches based on positive psychology principles to strengthen authentic team bonding, diversity of thinking, gender and cultural equity.
?? The Unspoken Identity Struggle | My Holland | TEDxFTU
?? FQ: The New EQ | My Holland | TEDxMonashUniversityMalaysia
Results-driven professional with expertise in operations, marketing, and PR. Skilled in optimizing processes, managing projects, and building strategic partnerships in international environments.
2 周If I understand correctly, The idea of "bamboo ceiling" was that leadership positions are assigned based on race rather than merit, experience, and leadership style. Leadership selection is influenced by lots of factors, including soft skills, cultural fit, strategic vision, and networking. If we are to argue that Asians are underrepresented in Western leadership, we should also examine the representation of Western leaders in Asian companies. Westerners are only in a few executive positions. This is not necessarily due to racial bias but rather cultural preferences, business traditions, and local networks. The same factors likely play a role in Western companies. While increasing diversity is important, the assumption that any statistical differences must be the result of discrimination oversimplifies a complex issue.? Rather than framing leadership gaps as evidence of bias, we should take a broader perspective. Are leadership styles different across cultures??
Founder & Director - studio3eight
2 周Its very true - I am always amazed at, and invested in, the talent here in Vietnam. However, when I try to bring our skills overseas we are often looked at as a 'cheap human resource' rather than a quality resource - which couldn't be further from the truth! I will keep persevering to promote the talents of my amazing co-workers and it is my belief that they will take over from me one day and work globally as the leaders they are. It is unfortunate that sometimes it takes a foreigner to 'sell the reality' and that is STILL something that needs to be addressed (yes, I am self aware enough to see my own privilege in all of this!)
From Chaos to Clarity I Scaling Remote & Hybrid Teams with Digital Leadership
2 周Your post really resonates with me! Leadership should never be a one-size-fits-all concept. The ability to listen deeply, strengthen collaboration, and lead with quiet strength is just as powerful. I've also seen how certain leadership qualities are undervalued simply because they don’t fit the dominant mold.
British Council Alumni UK Regional Ambassador| Freelance writer| Ex-Infosys
2 周Thanks for sharing ch?, valuable insights
Coach / Trainer / Transformational Speaker in Soft skills, HR system, Personal Growth, Mindfulness, Happiness
2 周Great post, Ms. My!