Asian American Women Leadership Conference - Asian American Business Roundtable (AABR) - Asian American Women Leaders Conference, presented by Asian American Business Roundtable during Asian American Heritage month, will focus on successes and challenges faced by Asian American women as they ascend professional ladders across sectors and industries. Advocacy and action will continue to drive the discussions, taking a gender-focused approach.

Aspire Mentorship Program - Asian Sisters Participating in Reaching Excellence (ASPIRE) - The mentorship program is designed to deliver a platform for Asian-American women to develop and build connections for a mutually beneficial and rewarding experience.

Leadership Convention by NAAAP - National Association of Asian American Professionals (NAAAP) - Our leaders of NAAAP, annually presents a three-day convention to develop, connect, and celebrate with members and leaders. It brings members the opportunity to learn about best practices in diversity and talent management. It brings members a chance to bond with inspirational speakers and entrepreneurs.

LEAP Leadership Programs - Leadership Education for Asia Pacifics (LEAP) - Programs span the leadership development of business, executive leadership program, summer internship programs, and more. Program durations vary anywhere from three-days to one year, and coaching is also provided for specific programs.

Mentoring Asian American Professionals (MAAP) - OCA - Asian Pacific American Advocates - The MAAP program aims to cultivate the next generation of Asian American and Pacific Islander (AAPI) professional leaders through mentoring, skills building, and networking.

NAAAP Pride: Leading with Equality - National Association of Asian American Professionals (NAAAP) - NAAAP Pride is a national program. It is here to empower, educate, engage, and celebrate the Asian American LGBTQ+ professional community and its allies by providing education, promoting visibility, and developing current and future LGBTQ+ leaders.

National Leadership Training Program - Federal Asian Pacific American Council (FAPAC) - The annual training program is a premier training destination for federal employees including DC government and military. The training activity is in accordance with 5.U.S.C chapter 41 and 5 CFR 410.404 and approved by Office of Personnel Management.

Senior Executive Service (SES) Development Program - Asian American Government Executives Network (AAGEN) - The AAGEN SES Development Program is only open to federal employees, and …is a tuition-free program that offers executive development courses, coaching in mock interviews, individual mentoring, and career counseling for candidates to gain the skills to effectively compete for SES positions.

Washington Leadership Program - Conference on Asian Pacific American Leadership (CAPAL) - Through weekly sessions over the summer, the Washington Leadership Program introduces students to Asian American, Native Hawaiian, and Pacific Islander (AA and NHPI) leaders in public service who can inform and inspire students’ own civic engagement.

American Society of Engineers of Indian Origin (ASEI) - ASEI is an organization of engineers and technical professionals of Indian origin. ASEI has strived to…institute a channel of communication between technical organizations within the United States and abroad, lend a helping hand to charitable organizations, provide assistance to engineering students at the Local and National levels, and organize networking events.

Asian American Racial Justice Toolkit - This toolkit represents the work and thinking of 15 grassroots organizations with Asian American bases living in the most precarious margins of power: low-income tenants, youth, undocumented immigrants, low-wage workers, refugees, women and girls, and queer and trans people.

Ascend - Ascend is the largest, non-profit Pan-Asian organization for business professionals in North America. Established in 2005, Ascend has grown to serve professionals and corporations across various professions and across multiple industries.

Asian American Business Roundtable (AABR) - The AABR mission: Connect with influential Asian American leaders shaping business today. Collaborate with mentors and peers seeking to increase their capacity to exert influence across industries. Contribute to the creation of ideas and solutions for business, leadership, and social issues that affect Asian Americans and the broader community.

Asian American Youth Leadership Empowerment and Development (AALEAD) - AALEAD’s mission is to support low-income and underserved Asian Pacific American youth with educational empowerment, identity development, and leadership opportunities through after school, summer, and mentoring programs.

Asian American / Pacific Islander Nurses Association, Inc. (AAPINA) - The Asian American / Pacific Islander Nurses is a proud affiliate of National Coalition of Ethnic Minority Nurse Associations (NCEMNA). NCEMNA is a unified force advocating for equity and justice in nursing and health care for ethnic minority populations.

Asian Pacific American Medical Student Association (APAMSA) - APAMSA is the only student organization focusing on AAPI health issues in the community. Members are passionate and fiercely dedicated to serving others.

Asian Professional Exchange (APEX) - The purpose of APEX is to serve as a medium to bring increased awareness about and to Asian Americans through community service, fellowship, charitable fundraisers, cultural events, professional networking and educational seminars.

Asian Sisters Participating in Reaching Excellence (ASPIRE) - ASPIRE works to build and empower a community of Asian American women leaders through identity development, mentorship, and education.

Association of Scientists of Indian Origin in America (ASIOA) - Over the last 30 years, ASIOA has shown consistent growth in the membership and monetary strength.

Center for Asian Pacific American Women (CAPAW) - CAPAW is the premier organization developing AAPI women to be impactful and influential leaders.

Committee of 100 - The Committee of 100 (C100) is a non-partisan leadership organization of prominent Chinese Americans in business, government, academia, and the arts.

Conference on Asian Pacific American Leadership (CAPAL) - The Conference on Asian Pacific American Leadership (CAPAL) seeks to empower Asian American, Native Hawaiian, and Pacific Islander (AA and NHPI) youth by increasing access to public service opportunities and building a strong AA and NHPI public service pipeline.

Council of Korean Americans (CKA) - The mission of CKA is to advance the national voice and influence of the Korean American community through collaboration and leadership development.

Korean-American Professional Association in Life Sciences (KAPAL) - KAPAL is a non-profit organization open to anyone who is interested in learning life science, sharing knowledge, and contributing to the development of all areas of life science.

Korean-American Scientists and Engineers Association (KSEA) - KSEA objectives include helping Korean-American Scientists and Engineers develop their full potential.

Korean-American Women in Science and Engineering (KWiSE - KWiSE (Korean Women in Science and Engineering) is a non-profit organization of Korean-American women professionals in the science and engineering fields.

National Association of Asian American Professionals (NAAAP) - NAAAP is a non-profit organization that cultivates and empowers Asian & Pacific Islander leaders through leadership development, professional networking, and community service.

National Federation of Filipino American Associations (NaFFAA) - The vision of NaFFAA is to serve as the voice of all Filipinos and Filipino Americans by uniting, engaging, and empowering diverse individuals and community organizations through leadership development, civic engagement, and national advocacy.

Society of Asian Scientists and Engineers (SASE) - SASE is dedicated to the advancement of Asian heritage scientists and engineers in education and employment so that they can achieve their full career potential.

Union of North American Vietnamese Student Associations (UNAVSA) - UNAVSA hopes to empower the next generation of Vietnamese leaders with a passion for service, propensity for leadership, and self-awareness with the intent of advocating for progress in the North American Vietnamese community.

Below is a bibliography of research on aspects of workplace advancement, representation in leadership positions, and ways to overcome barriers into leadership for the AA and NHPI population. References listed are from popular press outlets, scientific journals and reports and is updated on a regular basis.

EEOC Reports and Updates

• American Experiences versus American Expectations: An updated look at private sector employment for Women, African Americans, Hispanics, Asian Americans and American Indians/Alaskan Natives in celebration of the EEOC's 50th Anniversary. (July 2015).
• ASIAN AMERICAN AND PACIFIC ISLANDER WORK GROUP REPORT TO THE CHAIR OF THE EQUAL EMPLOYMENT OPPORTUNITY COMMISSION. (December 21, 2008).
• A Practical Guide to Common Issues and Possible Barriers Which Asian and Native Hawaiian or Other Pacific Islander Employees May Face in the Federal Work Force.

Impact of COVID-19 on AA and NHPI Communities

• Chin, M., Lan, D., Chong, S., Wong, J., Kwon, S., & Yi, S. (2021). Asian American Subgroups And The COVID-19 Experience: What We Know And Still Don’t Know. Health Affairs Journal.
• Cowan, J. (2021). A Tense Lunar New Year for the Bay Area After Attacks on Asian-Americans. The New York Times.
• Dang, S., Huang, S., Kwok, A., Lung, H., Park, M., & Yueh, E. (2020). COVID-19 and advancing Asian American recovery. McKinsey and Company.
• During pandemic, racism puts additional stress on Asian Americans. (2020).
• Gao, Q., & Liu, X. (2021). Stand against anti-Asian racial discrimination during COVID-19: A call for action. SAGE Journals.
• The White House. (2021). Memorandum Condemning and Combating Racism, Xenophobia, and Intolerance Against Asian Americans and Pacific Islanders in the United States.
• Hsu, H. (2021). The Muddled History of Anti-Asian Violence. The New Yorker.
• Widener, A. (2021). Asian scientists are rethinking the American dream. Chemical & Engineering News.
• Yee, A. (2021). It’s a Myth That Asian-Americans Are Doing Well in the Pandemic. Scientific American.
• Yoo, J.-Y. (2021). A Literary Guide to Combat Anti-Asian Racism in America. Electric Literature.

Leadership

• The Leadership Representation Ceiling for Asian Americans. (2020). Bloomberg.
• Booker, C. (2019). Asian Americans And Leadership: A Double-Edged Sword (Pt. 1). Forbes.
• Kawahara, D. M., Pal, M. S., & Chin, J. L. (2013). The leadership experiences of Asian Americans. Asian American Journal of Psychology, 4(4), 240-248. doi:10.1037/a0035196
• Liu, D. (2018). Finding my voice as an Asian American leader meant reconciling two different models of leadership. Quartz at Work.
• Misra, T. (2014). Asian-American Leadership Programs Tackle The 'Bamboo Ceiling'. National Public Radio.
• Pacifics, L. E. f. A. (2020). Asian American Executive Leadership Report 2020.
• University of California, R. (2011). Study: Asian Americans are not viewed as ideal leaders. Phys.org.

Barriers

• Gee, B., & Peck, D. (2018). Asian Americans Are the Least Likely Group in the U.S. to Be Promoted to Management. Harvard Business Review.
• Gee, B., & Peck, D. (2020). The Illusion of Asian Success: Scant Progress for Minorities in Cracking the Glass Ceiling from 2007-2015.
• Group, T. F. (2019). Asian-Americans do better at university, but face barriers in the workplace. EurekAlert!
• Han, D. (2020). Reflecting on the End of APAHM and the Model Minority Myth — From a Chinese-American Student. Mustang Monthly.
• Hewlett, S. (2011). Breaking Through the Bamboo Ceiling. Harvard Business Review.
• Ho, C., Hong, J., & Wang, L. (2018). The Model Minority Paradox. The Harbus.
• Nguyen, V. (2020). Asian Americans Are Still Caught in the Trap of the ‘Model Minority’ Stereotype. And It Creates Inequality for All. Time Magazine.
• Song, C. (2019). Why ‘The Asian Advantage’ May Not Be an Advantage. The Harvard Crimson.
• Vega, T. (2015). The Asian Disadvantage (that's being ignored). CNN Business.
• Yu, C. (2020). Asian Americans: The Overrepresented Minority? Dispelling the ‘Model Minority’ Myth. ASA Monitor: Committee News.

Cultural Intelligence

• Bryant, S. (2019). Identifying cultural differences and similarities: China vs. the US. Country Navigator.
• Gurung, P. (2020). Prabal Gurung: It’s time for Asian Americans to shed the ‘model minority’ myth and stand for George Floyd. The Washington Post.
• McGee, E. (2018). Black Genius, Asian Fail: The Detriment of Stereotype Lift and Stereotype Threat in High-Achieving Asian and Black STEM Students. AERA Open, 4(4). doi:10.1177/2332858418816658
• Rho, H., Schmitt, J., Woo, N., Lin, L., & Wong, K. (2011). Diversity and Change: Asian American and Pacific Islander Workers. Center for Economic and Policy.
• Zhou, M. (2016). Are Asian Americans Becoming White?. Contexts, 3(1), 29-37. doi:10.1525/ctx.2004.3.1.29

Specific to AA and NHPI Women

• Alter, C. (2022). Making Waves: Professor Carolyn Chun has twice been denied tenure at the U.S. Naval Academy, and she believes the reason is bias. Now she says she is seeking justice. The Washington Post Magazine.
• Asian American women leaders hold the power to break down stereotypes, finds Nielsen and AABDC Study. (2019). Nielsen News Center.
• Catalyst. (2003). Advancing Asian Women in the Workplace: What Managers Need to Know.
• Im, E. O., & Broome, M. (2018). Women's Leadership in Asian Cultures. Asian Pac Isl Nurs J, 3(2), 39-41. doi:10.31372/20180302.1093
• Kramer, A. (2020). Why Asian-American Women Aren’t Advancing into Senior Leadership Positions. Forbes.
• Tinkler, J., Zhao, J., Li, Y., & Ridgeway, C. (2019). A double bind for asian american women in leadership? Work in Progress.

Office of Equity, Diversity, and Inclusion - The National Institutes of Health (NIH) understands that equity, diversity, and inclusion are critical, scientific imperatives that allow NIH to achieve its goal of turning discovery into health. Accordingly, NIH is deeply committed to advancing diversity and inclusion, and ensuring that the experiences and contributions of all members of our community are valued while also protecting and honoring their civil rights. Throughout the years, the Office of Equity, Diversity, and Inclusion has worked diligently with critical stakeholders to advance NIH’s equity, diversity, and inclusion efforts.

Office of Human Resources - NIH’s Office of Human Resources mission is to recruit and retain a highly skilled and diverse workforce for the NIH. Check out the website to learn more about all the roles that the Office is responsible for.

Employee Assistance Program - The EAP provides personalized consultation, short-term supportive counseling, referral and follow up services to enhance personal and professional wellbeing. EAP is an ideal first stop for access to the vast resources of NIH and the outside community.

NIH Civil Program - The mission of this program is to foster civility throughout the NIH community. If you are aware of a workplace situation involving uncivil behavior, which may include – harassment, sexual harassment, inappropriate conduct, intimidation, bullying, or other unproductive, disruptive, and/or violent behaviors, please contact the Civil Program.

Office of the Ombudsman - The NIH Office of the Ombudsman provides assistance to members of the NIH community in addressing lab- and work-related issues. Ombudsmen use a variety of techniques and tools to assist members of the NIH community dealing with individual, interpersonal, or group concerns.

NIH Sign Language Interpreting Services - The NIH Interpreting Services program, in partnership with Access Interpreting, provides sign language interpreting and real-time captioning (CART) services to the Deaf and Hard of Hearing community, including patients and visitors. Services are centrally funded (no cost to consumers) and include: Certified interpreters (basic and scientific), CART, and Video Remote Interpreting (VRI) with mobile accessibility.

NIH Building Accessibility Maps - Access maps of NIH buildings, paths of travel and accessible entrances.

Access Interpreting Portal - The NIH Interpreting Services program, in partnership with Access Interpreting, provides sign language interpreting and real-time captioning (CART) services to the Deaf and Hard of Hearing community, including patients and visitors. Services are centrally funded (no cost to consumers) and include: Certified interpreters (basic and scientific), CART, and Video Remote Interpreting (VRI) with mobile accessibility.