7 Actions Your Company Should Take to Overcome Bias Against AANHPI Women (Blog Post)
Webinar participants offer advice on the best ways to counter inequities.
For Asian American, Native Hawaiian, and Pacific Islander (AANHPI) women, there has been some progress in compensation equity–yet equity goes beyond pay. “Equal pay lawsuits, like the US Women’s National Soccer team case, help drive cultural conversations and policy changes,” said Maya Raghu Senior Policy Advisor, US Equal Employment Opportunity Commission (EEOC), Office of the Chair, at the Catalyst webinar “Intersectionality and Pay Equity for Asian American, Native Hawaiian, and Pacific Islanders” Raghu described a variety of policy and legal changes over the last years, including new laws that restrict salary history use, safeguard wage discussions, and mandate salary ranges in job descriptions.
These changes are reshaping employer practices to meet the transparency expectations of younger generations. But companies also must overcome myriad forms of discrimination and bias if they wish to attract and retain top talent.
Moderated by Tuesday Hagiwara, Vice President, Content Strategy and Creative Services at Catalyst, the webinar panel featured Sung Yeon Choimorrow, Executive Director, National Asian Pacific American Women’s Forum (NAPAWF); Lelaine Bigelow, Executive Director, Georgetown Center on Poverty & Inequality (GCPI); and Joi Chaney, Founder & Principal, Joi Strategies; along with Raghu.
Data from the National Women’s Law Center shows that AANHPI women working full-time year-round are paid $0.93 for every dollar compared to their non-Hispanic White male counterparts—with figures varying widely by community: Bhutanese women make 49 cents while Indian women make $1.26 for every dollar paid to white, non-Hispanic men. The lifetime financial loss for AANHPI women can add up to thousands of dollars, said Raghu, contributing to the wealth gap.
So, what specifically should companies do beyond heeding legal requirements regarding compensation transparency? The panelists discussed seven additional actions that HR and DEI leaders should take to transform their organizational culture.
- Bake diversity, equity, and inclusion (DEI) into the organizational culture. “It’s crucial not to view diversity and inclusion as a mere box-ticking exercise based on racial and ethnic representation,” said Choimorrow. ”Instead of fixating on specific demographics to fill quotas, the emphasis should be on transforming the organizational culture organically. It’s essential for companies to prioritize cultural transformation and integrate it into performance evaluations, especially for managers and leaders.” Panelists shared that companies should strengthen diversity among leadership and address underlying structural issues to prevent high attrition rates among AANHPI demographics.
- Shift DEI responsibility from AANHPI employees to their managers. “The responsibility for promoting diversity and inclusion should not fall solely on AANHPI workers but on managers,” said Chaney, “with their performance in these areas tied to compensation and bonuses.”
- Acknowledge the wide diversity within AANHPI. Chaney noted that AANHPI “is not a homogenous group, and disparities exist even within this demographic. Cultural biases and ‘othering’ in the workplace need to be addressed.” Biases exist within communities of color, including within the AANHPI community.
- Learn from the example of UK companies. “Global companies should learn from their UK counterparts,” said Bigelow, “who have seen positive results from mandatory pay data transparency, such as a reduced wage gap and more women tied to higher-paying roles.” They also should scrutinize global supply chains and business partnerships for their pay transparency practices.
- Leverage Employee Resource Groups (ERGs). “ERGs can be instrumental, providing a platform for explaining policies, addressing concerns, and nurturing a sense of involvement and fairness,” said Raghu. They can aid retention and recruitment by ensuring employees feel valued and understood.
- Build institutional trust. “A lack of transparency in how pay is set can create perceptions of inequity, leading to resentment and talent loss,” said Raghu. “Proactively encouraging transparency about compensation policies helps mitigate this.” Companies should be prepared to explain wage disparities among people with the same position or job title, such as those based on differences in education or experience.
- Support the AANHPI community. “Companies should ensure diversity in their contracting practices by tapping into AANHPI small business owners and using resources like employee resource groups and Chambers of Commerce,” suggested Chaney. They should seek out AANHPI contractors, consultants, lawyers, and service providers to promote diversity throughout the company’s supply chain and support AANHPI-owned businesses. Implementing these strategies can help companies create a more inclusive and equitable workplace for AANHPI women, with the goal of driving long-term cultural and structural change.
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