1. careers
2. career planning

Asian American and
Pacific Islander
Heritage Month
Barbara Frankel
SVP, Executive Editor
May 5, 2015
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2015 DiversityInc Top 50 Companies for Diversity
1.  Novartis Pharmaceuticals
Corporation
2.  Kaiser Permanente
3.  PricewaterhouseCoopers
4.  EY
5.  Sodexo
6.  MasterCard
7.  AT&T
8.  Prudential Financial
9.  Johnson & Johnson
10.  Procter & Gamble
11.  Wells Fargo
12.  Deloitte
13.  Marriott International
14.  Abbott
15.  Accenture
16.  Merck & Co.
17.  Cox Communications
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KPMG
General Mills
ADP
Cummins
IBM
Anthem
Eli Lilly and Company
Target
Kellogg Company
New York Life
BASF
Wyndham Worldwide
Comcast NBCUniversal
Dell
Aetna
Allstate Insurance Company
The Walt Disney Company
Northrop Grumman
36. 
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Toyota Motor North America
TIAA-CREF
Colgate-Palmolive
TD Bank
Intentionally Left Blank
Time Warner
Nielsen
Monsanto
AbbVie
Kraft Foods
MassMutual Financial Group
Hilton Worldwide
Rockwell Collins
KeyCorp
Verizon Communications
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Asian-American Population
Source: U.S. Census Bureau
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Asian-American Education
Source: National Center for Education Statistics
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Asian-American Finances
Source: U.S. Census Bureau
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Asian-American Buying Power
Source: Selig Center for Economic Growth
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Asian Fortune 500 CEOs
Ajay Banga, MasterCard
(No. 6 in the 2015
DiversityInc Top 50)
Omar Ishrak, Medtronic
Satya Nadella, Microsoft
Indra K. Nooyi, PepsiCo
Richard Hamada, Avnet
Ajay Banga
Kevin M. Murai, Synnex
Francisco D’Souza,
Cognizant Technology
Solutions
Ravi Saligram, OfficeMax
Sanjay Mehrotra, SanDisk
Omar Ishrak
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Asians in Leadership
US
Top 50
Boards
2.6%
4.7%
Top
Management
4.6%
4.3%
Managers
8.9%
10.6%
Sources: Top 50, EEOC,
Alliance for Board Diversity
© DiversityInc. Reproduction Prohibited.
Common Concerns in Getting Asians
In Talent Pipeline
• Silos in tech jobs
• Myth/value of individual contributors
• High potential selection
• Cultural awareness – raising your hand
“There really is a bamboo ceiling. I get this frequently
—‘Wow, you have great public-speaking skills.’ I don’t
think I would get that comment if I were any other
demographic.” – Anne Chow, SVP, Global Solutions &
Sales Operations, AT&T
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Asian American
Market
Tariq Khan
Adjunct Professor, Marketing
New York University
Member, Board of Directors
Ascend
National Association of Asian MBAs
Asian & Pacific Islander American Scholarship Fund
Asian Pacific Institute for Congressional Studies
Growth
Challenges
2 §  Several segments within Asian-American market
§  Asian-Americans are extremely brand conscious
§  Asian-Americans are focused on few career paths
§  Asian-American talent is in demand
§  Asian-Americans are not well represented in the C-suites
Growth
Opportunities
3 §  Asian-Americans are among the most talented professionals
§  Asian-Americans have among the highest representation at the top schools
§  Asian-Americans are loyal employees (Millennials excluded)
§  Asian-Americans can bring a diverse global perspective to workplace
§  Asian economy is booming and Asian-American talent can be the bridge
§  Asian-Americans have been successful as C-Suite leaders
Growth
Tips on Talent Acquisition/Retention
4 §  Develop a long-term talent acquisition strategy
§  Secure a buy-in and support from leadership/stakeholders
§ Work with subject matter experts with access to professional networks
§  Develop relationships with key professional networks
§  Build a conducive environment to embrace diverse talent
§  Provide training and development to cultivate the talent pipeline
§  Provide an equal opportunity career path to C-suites
Asian American
Market
Tariq Khan
Adjunct Professor, Marketing
New York University
Member, Board of Directors
Ascend
National Association of Asian MBAs
Asian & Pacific Islander American Scholarship Fund
Asian Pacific Institute for Congressional Studies
DiversityInc
Asian Pacific Islander
Heritage Month Webinar
Donald Fan, Senior Director
Global Office of Diversity
Walmart Stores, Inc.
•  More than 260 million customer transac1ons each week •  More than 2 million associates •  11,000 retail units under 71 different banners in 27 countries •  $485 billion net sales in fiscal year 2015 Diversity & Inclusion Journey Established Office of
Diversity
Focus on diversity and
inclusion
Focused strategy on
Inclusion
2010
2003
2004
Rolled out diversity
programs
2014
2013
Integrating into
business
A Diverse Workforce in the U.S. ConfidenIal AJorney-­‐Client Privileged CommunicaIon API Management Associates Management Category Representa1on Corporate Officer
5.4% Senior Management 7.0% Mid Management 10.8% Entry Management 5.4% Total Management 6.2% New Hires -­‐ Management 13.5% EEO-­‐1 Retail: Asian Management 4.7% RepresenIng Women at Every Level 57%
60%
47%
45%
48%
%
32%
25%
30%
17%
19%
18%
15%
15%
0%
Board Room
Fortune 500
Retail
Corporate Officers
U.S. Labor Force
Leverage
Scale
Walmart
Total U.S. Labor Force
Source: 2013 Walmart EEO-1 Report; Catalyst Women in U.S. Management & Labor Force: September 2013
Asian Pacific Associates Walmart Asian Markets Asian Pacific Associate Resource Group Asian Pacific Officer Caucus Universal Competencies API High Performer Development Program Develop 2 Lead Program API Capability Series: PresenIng With Impact Mentoring and Development • 
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Develop 2 Lead sponsorship program Mentor Me Leadership on the Move Leadership Academy Lifelong Learning program Inclusion EducaIon API Talent Assignment Global Developmental Assignments •  InternaIonal Business Travel with ExecuIves •  Short Term Developmental Assignments •  FuncIonal Leadership Assignments •  Global Leadership Assignments 31
2015 Web Seminar Schedule
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May 19 – CEO Commitment
June 9 – LGBT Pride Month Cultural Competency
June 23 – DiversityInc Top 50 Best Practices
July 21 – Supplier Diversity
Sept. 8 – Hispanic Heritage Month Cultural Competency
Sept. 22 – Mentoring and Sponsorship
Oct. 6 -- Disability Awareness Cultural Competency
Oct. 13 – Diversity Councils
Nov. 3 – Diversity Metrics
Nov. 10 – Religion in the Workplace
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