How Politicians Propose to Solve the Asian American Community Issue - Research Paper Example

The paper "How Politicians Propose to Solve the Asian American Community Issue" is a marvelous example of a research paper on politics. Asian Americans in the United States comprise 4.8% of the population. They are people from China, Indonesia, Vietnam, Korea, Thailand, Cambodia, Hong Kong, Japan, Taiwan, Burma (Myanmar), Laos, Malaysia, Iran, Thailand, India, Pakistan, and the Philippines living in the United States. For Asian Americans, the glass ceiling has had more adverse effects than just racial.

They often refer to it as “bamboo ceiling”. This term describes blocked mobility in mainstream areas of employment, whereby inequalities such as racism and sexism exist in the workplace. Out of the total students enrolled at top 20 American business schools, Asian Americans make up almost 30 percent of those enrolled. They also graduate in larger numbers of 55 percent as compared to the Whites at 29 percent. Despite their educational success, many Asian Americans face disparity with Whites in promotional opportunities and some paid less than a Caucasian holding a similar job position.

Their educational achievement does not match their comparable access to professional jobs, which give an opportunity of promotion in the long run. Studies show that they are least represented in corporate and managerial positions, and this could be explained by the common factors of racial stereotypes and prejudices (DigitalCommons, 1994). Asian American employment pattern is one of occupational or industry concentration. Some of the worst promotional opportunities for Asian American professionals are in the corporate sector.

Some of the European and American executives believe that Asians lack communication skills because the first generation of Asians was not fluent in English. This is prejudicial since one cannot compare the first Asian generation with the fifth generation. The contribution of the Asian American community to the net addition in the total labor workforce in the next few decades projected to be significantly enormous. The community will have a disproportionate share of highly educated workers. There are several measures to address the glass ceiling issue.

The government and businesses are working together to advocate racial discrimination in the workforce. Corporate executives educated about the strengths of working with a culturally diverse workforce. Generating and updating anti-discrimination policies in the workplace. Companies conduct reviews and audits related to the number of ethnic workers and their respective job positions. Promote efforts to eliminate barriers to minority development, and reward employees who demonstrate exemplary effort equally.

A report by the Equal Employment Opportunity Commission (EEOC) recommended:- Companies commit to strong and personal leadership to diversity.- Broad range of talent, backgrounds, and skills in the workforce so as to strengthen the commitment to diversity - Assessments of the Asian American employees by supervisors/managers are objective, fair and free from all cultural biases- Accessibility to complaints from the Asian American employees, and such properly investigated- Collaboration with the Asian American community leaders and organizations in order to encourage Asian Americans to increase their levels of representation within corporate positions and federal agencies- Active support of Asian American employee groups hence leading to greater employee productivity, loyalty and satisfaction Documented skill deficient Asian American employees have access to resources and opportunities to address their issues.

This will amend their qualifications and skills so that they can better their performance and increase their promotional possibilities. Other measures recommended and implemented are such as the following: - Institutionalization of policies for integrating employees into informal and formal networks to have a direct connotation for better utilization of existing talents.- Senior level managerial appointments giving more weight to promotional criteria by emphasizing on competence, demonstrated interest, experience, and sensitivity in working with a diverse labor workforce - Providing sensitivity training in the corporate and educational system hence eliminating the use of the word minority - Zero tolerance of discrimination and stereotyping in the workplace- Diverse selection of executive and other managerial appointments - Companies putting up policies that ensure equal salary remuneration relating to the level of an employment position - Incorporation of the concept of diversity in educational systems such as business school programs using role models leaders who are from an Asian American community business- this has further reflected more diversity in internship programs.