Q&A with Linda Cai: AAPI Leadership, Equity & Elevating Diverse Communities

Our President? Anna Mok ?had the privilege of speaking with? Linda Jingfang Cai , VP, Talent Development at? LinkedIn , to delve into her professional journey, the challenges she faced, diversity versus equity for minorities and how we can uplift our communities everyday, beyond AAPI Heritage Month.

1. 6% of pan-Asians make up the 150 million US workforce and that percentage is expected to increase, when pan-Asians in the U.S. are predicted to double in population. According to Ascend's Executive Parity Index, the percentage of AAPIs in executive leadership roles have barely moved. In fact, we've only seen a .02% increase in the last couple of years. Progress is slow when it comes to getting AAPIs in executive leadership roles. Why do you think that is? What types of challenges have you faced in your own professional journey??

Asian professionals face a double headwind at work. Despite being the fastest-growing racial group in the U.S. labor force, we are under-represented in management positions, with only 6% of executives coming from AAPI backgrounds. Asian professionals are also the least likely to say they have role models at work and more likely to have experienced increases in harassment and hostility, work pressure and anxiety. When combined, these issues make it more difficult for AAPI professionals to speak out as well as find mentors and sponsors who can help them navigate their careers, contributing to lower rates of inclusion and belonging in the workplace.?

There have been times in my career when I was told not to be “too ambitious” or was openly discouraged in conversations regarding internal career progression. The message I was given was, “You have it quite good, be content, quiet, and keep working.” Knowing there is an arbitrary limit to career potential is deeply hurtful and demotivating to many AAPI employees and leaders and is the number one reason we choose to opt-out altogether. The often-cited “bamboo ceiling’ is well-known among the AAPI community as the reality of structural disadvantage for Asians in the corporate world.

As AAPI professionals strive to advance in their career, it’s key that they prioritize building strong relationships. Creating a personal advisory board of peers and leaders across industries and communities has helped me access resources and opportunities. That said, I realize I am among the few fortunate ones who have effectively navigated an imperfect system. I encourage everyone, but especially AAPI leaders, to be steadfast while understanding that progress is still needed to create a truly equitable workplace that indexes on safety, equal access to opportunities and a sense of belonging.

2. Let's talk about diversity versus equity for minorities, specifically Blacks, Asians, and Hispanics.? One of Ascend Foundation's most recent work found that the most diverse of the 244 Fortune 500 companies studied were also the least equitable in terms of advancing racial minorities (Hispanics, Blacks and Asians/Pacific Islanders) to the higher executive levels. It suggests that just getting people in the door (diversity/representation) doesn’t automatically ensure that advancement will naturally follow, and in fact there seems to be an inverse relationship between diversity and equity, almost as if once people are through the door, there’s a feeling like, the job is done, and there isn’t the same dedicated focus to promoting diverse and equitable advancement. (i.e. the data points to a real and persistent ceiling for racial minorities in advancing to the top levels in corporate America, and amongst the different groups, Asians are the least represented at the Executive levels).?

While we’ve seen progress in overall representation of AAPI professionals in the workforce, we’re still seeing drastically low numbers in terms of representation and leadership. It’s crucial that companies adopt a deliberate and sustained commitment to fostering both diversity and equity across all levels of expertise to create a truly inclusive and equitable workplace. A few ways this can happen includes:

• Move beyond token hires. AAPI professionals are less likely to feel like they belong in leadership positions, with only 27% of AAPI employees reporting feeling like they have equal access to leadership opportunities. However, many companies celebrate success when they can point to one AAPI executive or board member. Statistics show the ‘only one’ in the executive suite is not usually positioned to successfully make systematic shifts without the support of other voices.??
• Be intentional about access to development opportunities. Employee engagement surveys consistently show that leadership accountability and manager support are critical to maintaining a sense of equity and belonging, especially in a post-pandemic world where many employees are navigating inflexible, hybrid, or remote workplaces. Senior leaders should model inclusive leadership behaviors as well as hold their direct reports accountable for demonstrating the same. In addition, day-to-day coaching and support from direct managers to help guide career planning, build networks and learn new skills is a game-changer for many AAPI employees, especially those who are from lower-income groups or who are first-generation immigrants.
• Acknowledge the gap. Asian American and Pacific Islanders are not a monolith and it’s important to acknowledge that each person will have different strengths and areas where they need support. Within the AAPI community there are large disparities across education, income and access to resources and networks. In fact, research shows that Asian and Asian American professionals are the least likely of any racial group surveyed (29%) to have role models at their company (and) the least likely to say they have strong networks (17%). It’s important that employers take the time to learn about the diversity of the AAPI community and invest in opportunities for mentorship, skill building, employee resource groups, and networking opportunities that can help remove common barriers AAPI professionals face at work.?

3. According to insights from Ascend's 2021 CDEIO forum on "Understanding Black and AAPI experiences," 67% of CDEIOs responded that their employees had a low to almost non-existent understanding of AAPI experiences. What's your response to this and how have you felt misunderstood at work??

Growing up in a traditional Chinese household with three generations living under one roof and a large extended family, harmony was prized, which meant respect for others’ viewpoints and avoiding conflicts to save ‘face’. I found the deferential approach to those with power could be seen as lacking leadership courage or conviction. That’s probably why it is a common theme of feedback on Asian American workers who are good at executing? but not seen as having leadership ‘capabilities’, including those traits defined in Western cultures and featured by confronting different points of view, challenging authorities and pushing through an agenda.

Cultural differences and feeling misunderstood at work can lead to a variety of challenges for employees from historically marginalized communities, including decreased productivity and often a sense of isolation. It is essential that organizations work to create supportive and inclusive work environments where employees feel seen and are comfortable sharing their perspectives and experiences.

To foster greater understanding and inclusion, company leaders can provide training programs or workshops focused on AAPI cultural awareness, encouraging open dialogue and active listening, and fostering a culture of respect and empathy. By promoting education, awareness, and understanding, organizations can work towards bridging the knowledge gap and creating a more inclusive workplace for everyone.

4. One recent study focused on Asian Americans and inclusion in the workplace found that 34% said their race made it harder for them to achieve their career goals. I enjoyed reading your idea of addressing this and finding a way to succeed in your own way – such as doing the "dirty" work or taking on challenges others may shy away from taking on. Tell us more.?

As a Chinese woman, an immigrant, and a first-generation professional who has experienced bias in my own career, I’ve learned lessons along the way that have helped me navigate the corporate ladder as an Asian professional.

I learned early in my career that taking on the challenging, overlooked and sometimes seen as the “dirty work,” became my "superpower," often leading to transformational work for the organization. While others may shy away from these responsibilities, I recognized the opportunity they presented for growth and success.

To broaden my perspectives and gain inspiration, I actively cultivated a network of role models, sponsors, and mentors from various cultures, ethnicities, and races. By keeping an open mind and focusing on common values and ambitions, I discovered that shared experiences can be found and nurtured anywhere.

Throughout my career, I also learned the importance of self-awareness and resilience when faced with changing environments. Rather than feeling victimized by challenging situations, I choose to see them as opportunities for growth. It's important not to give up prematurely, as the journey of Diversity & Inclusion often involves progress followed by setbacks. Reflecting on these experiences is valuable, but internalizing them in a counter-productive way can hinder progress.?

5. At Ascend, it's important to share the data we've collected that impacts the workplace, but what's more important is making societal change by mobilizing our entire community whether you're a student, professional, executive or board of director. Give some examples of how creating opportunities as professionals can have positive impacts when addressing issues such as the model minority myth or even anti-Asian bias and racism???

As professionals, we have a unique opportunity to create positive impacts and make societal change by mobilizing our entire community, irrespective of our roles or positions. There’s a variety of ways that you can participate in creating a positive impact, whether you belong to the community affected or not.

• Challenging Stereotypes: As professionals, we can actively challenge the model minority myth by showcasing the diversity within the Asian community. The term Asian American and Pacific Islander (AAPI) represents people from more than 30 countries and a wide spectrum of subcultures. As professionals, we each have different backgrounds and lived experiences. By sharing our own unique experiences, talents, and achievements, we break down the notion of a monolithic Asian identity and challenge preconceived stereotypes.
• Mentoring and Sponsorship: By actively engaging in mentoring and sponsorship programs, professionals can provide guidance, support, and opportunities to Asians across industries and careers. This helps to counter bias and provide equal access to career advancement, ultimately breaking down barriers that contribute to anti-Asian bias and racism.
• Allyship and Advocacy: Even if you’re not directly affected, professionals can act as allies by actively standing up against anti-Asian bias and racism. This can involve speaking out against discriminatory actions or comments, amplifying the voices of Asian colleagues and experts, and advocating for policies and practices that promote inclusivity and equality.

6. How do we lift all our communities up while celebrating the AAPI community, not only during this AAPI Heritage Month, but everyday??

Heritage months provide us a moment to celebrate the contributions of different cultures and backgrounds, but it’s pertinent that the work isn’t limited to those 30 days, it must be an ongoing commitment to recognizing, appreciating, and empowering the rich diversity that individuals contribute year-round. A few ways to show support every day include:

• Recognizing and Honoring Holidays and Cultural Observances: Many Asian American holidays and observances are often left off of standard company calendars, which can contribute to feelings of exclusion and erasure. Providing time off or recognition for AAPI holidays, such as Lunar New Year, Diwali, and Eid al-Fitr, demonstrates a commitment to diversity and inclusion, and helps build a more supportive and inclusive workplace culture. This can be accomplished by offering floating holidays, incorporating cultural celebrations into company events, and educating employees on the significance of these holidays.
• Creating?Safe Spaces for AAPI Employees to Connect: Creating employee resource groups (ERGs) specifically for AAPI employees can help to build community and increase morale within the workplace. These groups can provide a supportive space for AAPI employees to connect, network, and share their experiences and perspectives. Additionally, ERGs provide opportunities for leadership development, mentoring, and professional growth, which can benefit both the employees and the company as a whole.
• At LinkedIn, we are dedicated to celebrating, elevating, and investing in our AAPI community. In addition to our LinkedIn Asian Alliance (LIAA) ERG programming, we also offer customized learning experiences through initiatives like Invest, which aims to foster a deeper sense of belonging and create community while investing in the development and growth of our AAPI employees. We also recently launched InspireHer Connect, a program developed to foster a sense of belonging for Latina, Black, and AAPI women at LinkedIn through community building and tailored learning.?