Accelerating Asian employees’ careers in Canada, the UK, and the US

Employees with Asian heritage make up 22% of the workforce in Canada, 7% of the workforce in the United States, and 10% of the working population in the United Kingdom¹ and these numbers are growing. Though they are an important portion of the talent pipeline, our data show that their skills and expertise are not being leveraged by many businesses.

We surveyed Asian employees from Canada, the United Kingdom, and the United States about their workplace experiences² and found that a majority of respondents in all three countries report that their career trajectories are limited by both a lack of mentorship and sponsorship and a lack of performance feedback.

Contrary to common stereotypes of Asian employees as diligent workers who excel in technical roles but lack leadership aspirations,³ they do aspire to leadership roles and higher-ranking positions, often even more so than their non-Asian counterparts.⁴

But our data also show that they often experience race-based harassment from colleagues and managers that sends a message that they don’t belong. So, while Asian employees want to advance, they do not receive the leadership support that employees need to reach higher levels.

In this report, we'll explore how these three major barriers play out and offer solutions to help organizations mitigate their effects. These are clear opportunities that business leaders committed to reaping the rewards of a workplace where everyone can thrive should tackle:

1. Implement strong performance feedback practices.
2. Accelerate talent with mentorship and sponsorship.
3. Create a harassment-free environment.