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It is defined as “an invisible barrier that maintains a pyramidal racial structure throughout corporate America, with lots of Asians at junior levels, quite a few in middle management, and virtually none in the higher reaches of leadership” (quote Yang page 4 of the article). The statistical data used by the author shows that this notion does exist (quote on statistics page 4 of the article).
At the same time, as Yang puts it, the fact of stereotypization is not directly associated with racism, it is rather “a matter of unconscious bias”. This shows that the author perceives the issue as not too serious one, at least if to compare it to stereotypization of women.
In addition to this, the author of the article draws a conclusion that stereotypes take roots from Asian Americans’ character and upbringing. That is to say, Yang claims that Asian Americans themselves have created these stereotypes and now they justify them by their behavior and features of character, such as obedience, commitment, eagerness, submissiveness etc.
Bottom line: From what is mentioned above, it becomes clear that stereotypes about Asian American men do have background and are created based on what the representatives of other cultures observe in life. In addition to this, as Yang writes only about men, it is possible to draw a bottom line and say that stereotypization works for men in relation to their actual abilities and skills applied at the workplace.
Racial stereotypes about women are generalized and misogynistic in their nature. While all the stereotypes about Asian American men discussed in Paper Tigers are relatively neutral and even positive if to compare them to stereotypes used in relation to female representatives of different ethnicities described in Pozner’s work, in Ghetto Bitches, China Dolls and Cha Cha Divas, racial stereotypes about women are negative ones. Stereotypes about women have
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