硅谷亚裔撞上“职场天花板”

    过去几年来，硅谷的种族多元化已经演变成了一个大问题，当然这个问题本身可以追溯到几十年以前。早在互联网热潮方兴未艾的1999年，《财富》就曾指出，很多硅谷企业甚至从来没有考虑过让其他族裔当领导的事儿。

    近年来，情况总算有了些变化，至少这个问题受到了更多的关注。有些行业巨头还发布了自己的多元化数据。《财富》也基于这项指标对一些科技巨头进行了排名，但关注的焦点还是工程师和编程人员。

    一家名叫Ascend的泛亚商业人士组织近日发布报告称，就总体而言，亚裔美国人的职场地位有所提高。不过，尽管他们占据了一些技术岗位，但这种进步还未扩展到高级职位上。

    该报告的执笔人之一，思科系统公司前高管丹尼斯•佩克指出：“如果你走进这5家公司的餐厅，你会发现那里有很多亚裔人才。但只有当你走进这些公司的高管办公室时，你才会发现问题所在。”

    该报告的作者们分析了此前仍然保密的谷歌、惠普、英特尔、LinkedIn和雅虎这5家公司的EEOC数据（译者注：EEOC意指美国均等就业机会委员会），这些数据涵盖了139,370名职场人士。他们发现，白人占据了管理层（72.2%）和高管层（80.3%）的绝大部分岗位；在专业技术人才中，白人所占的比重为62.2%。相比之下，亚裔占了技术人才的27.2%，管理层的18.8%，高管层的13.9%。

    黑人、西班牙裔和其他种族共占技术人才的10.7%、管理层的7.3%、高管层的5.8%。

    该报告还基于种族和性别等指标对相关数据进行分类，并建立了“高管平等指数”，然后分别用每个族群的高管比例除以普通专业职位比例。如果结果是1，那就证明比例相等；如果大于1，那就证明高管的比例要大于普通专业职位的比例；如果小于1，则证明高管的比例小于普通专业职位的比例。高管平等指数越低，就说明该族群的人越难升到企业最高层。

    Diversity in Silicon Valley has become a big issue in the last few years, although the problem itself goes back decades. In 1999, during the dotcom boom, Fortune pointed out thatrace wasn’t even on corporate agendas.

    Things have changed in some ways, at least in terms of attention. Some industry giants have published diversity data. Fortune has ranked some tech companies on diversity. But the focus primarily has been on engineers and programmers.

    In general, Asian-Americans have made progress in representation up to a point, according to a new reportfrom Ascend, a Pan-Asian organization for business professionals. While they have some strength in technical roles, the progress hasn’t extended to the upper ranks.

    “If you step in the cafeteria of any of these five companies, you will see plenty of Asian talent around,” Denise Peck, a study co-author and former Cisco Systems executive, told Associated Press. “It’s only when you walk into the executive suites at these companies that you might see a problem.”

    The authors crunched previously unavailable EEOC data for 2013 released by Google, Hewlett-Packard, Intel, LinkedIn, and Yahoo, which includes data for 139,370 professionals. They found that whites were overrepresented in management (72.2%) and executive (80.3%) roles compared to the 62.2% of professional technical staff they represented. And, they found that Asians were 27.2% of professionals, 18.8% of managers, and 13.9% of executives.

    Blacks, Hispanics, and individuals of other races were 10.7% of professionals, 7.3% of managers, and 5.8% of executives.

    The report also broke out representation by race and gender and then created an Executive Parity Index. The authors took each group and divided the percentage of professional workers they represented into their percentage of executives. The result would be 1 if the percentages were equal, greater than 1 if the percentage of executives was higher than the percentage of professionals, and less than 1 if the percentage of executives was lower. The lower the EPI, the less likely it was that someone would make it to the top.