The Bamboo Veil in the U.S. Army: Cultural Conflict and Asian American Leadership
Open Access DepositedThe predominant reasons for underrepresentation in positions of authority are a lack of advancement opportunities and racial career obstacles, according to academic scholars who cite them (Chin, 2020; Hong, 2020). This dissertation analyzes the bamboo ceiling phenomenon through the lens of the bamboo veil. Jane Hyun (2005) coined the term “bamboo ceiling” to describe the phenomenon of the invisible barriers that deter and prevent Asian Americans from rising to higher managerial and leadership positions. However, the current literature on bamboo ceilings focuses on the external structural and societal obstacles and not the internal subjective factors that contribute to Asian American underrepresentation. The bamboo ceiling framework’s overemphasis on the private sector and dearth of insightful research in the public sector are further drawbacks. Lastly, there has been little to no discussion of the racial ramifications of the ongoing problem of minorities’ underrepresentation in managerial positions in the public sector (Portillo et al., 2022, p. 595). I use the U.S. Army, a public organization, to study Asian American leadership in the public sector. I examine the bamboo veil in the U.S. Army by exploring whether cultural dissonance inhibits Asian American officer mobility and how they navigate the U.S. Army’s cultural and social environment. My research focuses on U.S. Army officers who are either retired or discharged veterans or are currently serving during the 1960s through the present day and are first, 1.5, second, and third generation immigrants. My purposive sampling strategy entailed reaching out to U.S. Army officers with the most common Asian last names. I conducted phenomenological interviews with 75 U.S. Army officers—interviews that were perspective-focused and conducted at one-point-in-time for this study. My research findings show that many of my participants believed racial obstacles played a role in Asian Americans’ underrepresentation in higher leadership positions. Some other officers expressed that cultural tendencies such as modesty, filial piety, and preferences for hierarchical structure were the predominant reasons Asian Americans self-selected themselves from competitive branches and positions. In total, I captured six themes that showcase Asian American experiences with cultural conflict and perceptions of the U.S. Army, which are: Theme 1: Cultural differences affect promotion and evaluations; Theme 2: Parental pressure influences Asian American officer’s career decisions; Theme 3: Mentorship shortages amongst Asian American officers; Theme 4: Bamboo Ceiling – Asian American underrepresentation in leadership is a reality; Theme 5: Prejudice and bias exist in the Army; and Theme 6: Asian Americans view themselves as a minority amongst the minorities. Although my study only includes the perspectives of the 75 interviewed Asian American officers, my findings will advance public administration literature by exposing a nonrepresentative bureaucracy and offering a better understanding of social and cultural dynamics in government (Moloney et al., 2023, p. 195). I recommend that we improve diversity, equity, and inclusion (DEI) policies to address racial disparities among minorities and specifically include Asian Americans, who are often excluded from DEI initiatives (Yam, 2023; Iporac, 2020, pp. 132-133; Cobian et al., 2022; Lee, 2023). I also suggest improving public sector human resource practices that improve recruiting, retaining, and promoting Asian American officers through enhanced training, mentorship, and evaluation processes. Finally, I recommend that the U.S. Army implement a more effective recruitment and retention plan that targets parents and cadets at an earlier stage of their careers. Additionally, the Army should enhance the Professional Military Education (PME) program to incorporate career-focused counseling sessions.
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