We are three organizational psychologists - Duoc, Eccho, and Jenny -  here to discuss the good, the bad, and the ugly on all things Asian in the workplace. Each episode will break down a specific topic, such as how stereotypes play into pay negotiation, what professional development looks like for Asian employees, and what forms of bias, stereotypes, and microaggressions Asian professionals have to navigate, and so much more. We draw from current events  and from the organizational behavior and psychological research (because we are nerds) to share tips and advice on how best to navigate tricky organizational dynamics. We invite anyone - whether you’re a practitioner working in this space or a casual listener -  with an interest  in this topic to tune in so that we as a community can all play an active role in shaping a more inclusive workplace! If there's a topic you'd like us to explore, questions regarding what we discussed, or you wanna drop us a line to let us know what you'd like us to do more or less of, you can reach us at: hiddeninplainsight855@gmail.com.
In this episode, we bring Jenny and our audience up to speed on Society for Industrial and Organizational Psychology 2025. Eccho and Duoc share the insights they gained from this year's conference. Together, we discuss the prevalence of AI, the impact of current executive orders and how it impacts the work on DEI research, and talks on the perceptions of East vs. South Asians in the workplace.
We're back with a very special guest, Dr. Caryn Block, Professor of Psychology and Education and Chair for the Department of Organization and Leadership at Teachers College, Columbia University! You may have heard us talk about Caryn numerous times throughout the podcast. That's because the three of us met in Caryn's research group 10+ years ago. Caryn encouraged and supported us to study dynamics unique to Asians, and she is also one of the inspirations behind this podcast! Join us as we chat with Caryn about what good allyship and mentorship can look like and inspire.
This month, the three of us hosted our very own mini book club. We chatted about our thoughts on Dr. Jenny T. Wang's Permission to Come Home, sharing what it means to take up space as Asians, our relationship with work and play, and the meaning of home.
In this episode of Hidden in Plain Sight, Dr. Mark Martell, Director of the Asian American Resource Center, discusses his journey as a Filipino American living in Miami to becoming a leader in higher education. He emphasizes the importance of representation, sharing how his lack of visible Asian American mentors influenced his career. Mark's work includes research on microaggressions and teaching courses that integrate comics and superheroes to explore cultural identity and social issues. He highlights the need for diverse representation in media and the workplace, advocating for visibility and empowerment of underrepresented groups — listen to the podcast to hear all the details!
In our latest "clip" we wrap up season 3 and share updates for season 4. For example, we'll be going from bi-weekly to monthly episode drops. But don't worry. We'll be back with a lot more guests, original content, and fun times in 2025. See you in January!
This week, we spoke to co-founders of Asians in IO Psychology, Alex Hsu and Dr. Shannon Cheng. Alex is a senior people analysts manager for a global people analytics team. Shannon is a scholar and practitioner whose research focuses on DEI in the workplace from a multilevel perspective, looking at interactions between the individual, interpersonal, organizational, and society as a whole. Asians in IO Psychology's mission is to empower Asians within the field of IO psychology. Their aim is to create greater awareness of the multifaceted Asian experience, and partner with allies to drive positive change in IO Psychology. For this interview, we wanted to better understand the people behind this group's mission. Alex and Shannon talked about their personal experiences and their own identity as part of their drive to create this group. Our conversation then shifts to systemic vs. individual challenges, mentorship and community building, as well as biracial identity, leadership and representation — check out the podcast for all the details!Check out Asians in IO Psychology! https://www.linkedin.com/groups/9058893/
In the latest episode, Eccho, Duoc, and Jenny chat about intersectionality among AAPIs. With a little help from AANHPI Data Community Data Explorer, we highlight notable similarities and important differences associated with different intersectional identities within the AAPI diaspora. If you want to follow-along, check out the link to aapidata.com. For the identity exercise, check out: Who am I?
Dr. Sy Islam, is an associate professor of Industrial Organizational I/O psychology at Farmingdale State College, a co-founder and Vice President of Consulting with Talent Metrics, and a published author. He joins us to talk about his upbringing and how he got his start in IO psychology. We also talk about the importance of humor and the effective ways to use it in building relationships in the workplace. While recounting his journey, Sy talks about all the stereotypes that he has encountered, overcame, and deflected. Regarding career progression, he reminds us to be mindful, be respectful, and be yourself — listen to the podcast to hear all the details!
Dr. Vivian Woo, published author, Lead People Science at Culture Amp, and Chair of 2024 Society for Industrial Organizational Psychology spoke to us about the journey she took to becoming an industrial organizational psychologist. Vivian spoke about the challenges she faced in graduate school, mentorship, or lack there of, as she progressed, the obstacles she navigated at work, and advice she would give to the next generation of Psychologists. Join us for a thought-provoking conversation!
We bid adieu to the Paris Olympic Games and unpack some of the themes that we noticed about the treatment and portrayal of AAPI and Asian athletes competing at the highest level of sports. Disclaimer: we had some audio trouble with our microphones, so the sound quality may have suffered a little bit in this episode. Reddit link: Asian representation at the Olympic gamesEmma Navarro being a sour loser against Qinwen Zheng
In this episode, we debate the use of the terms "underrepresented" and "underrecognized." What's the upside of using one term over the other? Is this just wordsmithing or is there more to shifting the way we talk about marginalized minorities? And what does it mean for us Asians? https://hbr.org/2023/04/why-we-should-stop-saying-underrepresented
We're back and we're kicking off season 3 with the following question: what food from your culture do you feel comfortable bringing to work? What's considered a delicacy, or a yum, might be viewed by others as a yuck. So how do you navigate that, especially at work, if you're the type that likes to bring your lunch to work? We discuss these and a whole lot more!
To wrap up season 2, the three of us met up in NYC to record the last episode of the season in-person and debrief a recent organizational psychology conference we all attended. We share the latest insights we uncovered on topics ranging from leader prototypes to AI coaching, dwelling on the sessions that resonated with us. If you're curious about what an I/O psychology conference looks and feels like, check out this episode! Finally, we are taking a short break and will return in July with more content on all things Asian in the workplace!
Shradha, an organizational design expert and leader, joins us in our virtual studio to chat about everything from executive coaching to the immigrant experience and what it was like for her to transition from working at a large international company in India to doing organizational design work for another global firm in the US. Link to Shradha's podcast: Unpacking Organizations: The Practitioner's Podcast
Hidden in plain sight welcomes its first ever guest speaker, Beiwen! Beiwen, a seasoned DEI consultant, sat down with us to talk about the rewards and challenges of doing DEI work. Is there such a thing as DEI gone wrong? What is virtue signaling? Is it harmful? Is your organization doing DEI just to check the box? Lastly, where and how do Asian American and Asian professionals fit into the DEI discourse? Join us for a thought-provoking conversation! Articles for nerdshttps://www.wsj.com/business/c-suite/chief-diversity-officer-cdo-business-corporations-e110a82fLink to Beiwen's podcasthttps://podcasts.apple.com/us/podcast/%E9%9B%85%E7%97%9E%E4%B8%8D%E7%97%9Eyuppieyawns/id1487023939https://open.spotify.com/show/7ufKsdBIL3ro46wSLWkRGi?si=4yMkUJJPTIOa3TWn9hnnhA
In this episode, we talk about who we would invite as speakers in our development program. We start out by listing our dream speakers and why they are important to the community, touching on their background, and the unique contributions they can make to our program. We get creative as we chat about questions we'd ask them regarding their lived experiences, grit, motivation, as well as their racial identity journey and why and how this all matters to Asian American and Asian professionals. What speakers would you add to the leadership development program? Let us know at hiddeninplainsight855@gmail.com!
In this episode, we discuss what roleplaying scenarios we would put leaders in to practice how to respond to typical microaggressions. Using real-life situations, we share different routes to call out microaggressive behavior. We break down the difference between ideal response and acknowledge what typically happens in reality. We also talk about ways to better communicate, model behavior, and manage up to reduce workplace microaggressions.What skills would you want to add to the leadership program? Let us know at Hipsata1@gmail.com
What would a leadership development program that speaks to the Asian and Asian American experience look like? This episode focuses on the essential topics we would include if we could design a leadership program meant for us. Over the next several episodes, we'll cover topics, skills, and dream speakers we would feature in this program.If you had the opportunity to develop a leadership program for Asian and Asian American leaders, what other topics would you include? Let us know at Hipsata1@gmail.com
In this episode, we breakdown a white paper written about feedback and how it pertains to Asian professionals. What did the paper reveal about the type of feedback Asians receive from their managers, and how should we interpret these findings? Should we be skeptical? We discuss these questions and share how to be a savvy consumer of these types of business reports!
We've been talking about a lot of heavy topics, so we wanted to lighten the mood. This episode was extra special because the three of us recorded this in a co-located space when we got together in NYC. We chat about our favorite and not-so-favorite Asian comics, while discussing how humor can relate to the workplace! Articles for NerdsStrategies for managing impressions of racial identity in the workplacehttps://hbr.org/2018/11/the-benefits-of-laughing-in-the-office
In part 2, we continue our conversation about affirmative action, but in this episode we focus the dialogue on actions that we would like to take in light of the new ruling and what we can do to help make the workplace more racially equitable.
Happy new year! We are back! In our first episode of Season 2, we have an honest discussion about affirmative action. We first define it, talk a little bit about its history, and discuss the impact of the recent decision to reverse affirmative action in higher education and what downstream repercussions it may have on Asians in the workplace.Articles for nerdsAsian American Discrimination in Harvard Admissionshttps://doi.org/10.1016/j.euroecorev.2022.104079Negative action against Asian Americanshttps://papers.ssrn.com/sol3/papers.cfm?abstract_id=707624#:~:text=Jerry%20Kang,-University%20of%20California&text=By%20negative%20action%2C%20I%20mean,had%20that%20person%20been%20White
Season 1 of Hidden in Plain Sight is done! We are taking a short break but wanted to drop this wrap-up clip. Tune in for our season's greetings and a preview of what's to come!
In this episode, we talk about the ins and outs of assessments, including the MBTI and how they are used in the workplace. Tune in to hear about the research, our thoughts, and the haiku!Articles for Nerds!How The Myers-Briggs Personality Test Began In A Mother's Living Room Labhttps://www.npr.org/2018/09/22/650019038/how-the-myers-briggs-personality-test-began-in-a-mothers-living-room-labPersona Documentary Trailerhttps://www.youtube.com/watch?v=XWBXniurrA0'If They Have It, It's Undeniable': Lorne Michaels On Casting 'SNL'https://www.npr.org/2015/10/09/446867421/if-they-have-it-its-undeniable-lorne-michaels-on-casting-snlLeadership perceptions as a function of race–occupation fit: The case of Asian Americans. (Sy et al., 2010)https://psycnet.apa.org/record/2010-16991-001An interview Professor Thomas Syhttps://www.npr.org/templates/story/story.php?storyId=135513478How Women End Up on the “Glass Cliff”https://hbr.org/2011/01/how-women-end-up-on-the-glass-cliffDifferential Item Functioning by Sex and Race in the Hogan Personality Inventory. (Sheppard et al., 2006)https://psycnet.apa.org/record/2006-20568-008
In this episode, we talk broadly about why some AAPI professionals don't feel supported in Employee Resource Groups (ERG) and how that feeling and experience translate to other areas. As usual, we draw from the research and our own experience to discuss what lack of support looks like; what could be driving this trend; and what to do about it.Let us know about your perspective. How supported do you feel at work?Reach us at: Hipsata1@gmail.comHaikuAmidst hate and fearSolidarity will showLove for all Asians!Articles for Nerds!Asian Americans most likely to join employee diversity groups but don't feel supported, report sayshttps://www.nbcnews.com/news/asian-america/asian-americans-likely-join-employee-diversity-groups-dont-feel-suppor-rcna76209AAPI Data|Momentive poll: 2023 diversity in American lifehttps://www.surveymonkey.com/curiosity/aapi-data-2023/Asian Researchers Face Disparity With Key U.S. Science Funding Sourcehttps://www.nytimes.com/2023/01/04/science/asian-scientists-nsf-funding.htmlNguyen, D. V., Block, C. J., Kim, J. Y., & Yu, H. (in press). General and Stereotype-based Microaggressions Experienced by Asians and Asian Americans in the workplace: A Qualitative Study. American Behavioral Scientist.
In this episode, we continue the conversation about stereotypes and their effects, but provide a positive spin! Specifically, we focus on coping strategies and how we've managed to deal with common workplace stereotypes. Tune in to find out more about how we coped with these experiences and whether any of our examples resonate with you!HaikuStereotypes bindEmpathy breaks the strongholdHearts embrace what's realArticles for NerdsInside the prism of an invisible threat: Shining a light on the hidden work of contending with systemic stereotype threat in STEM fields.https://tinyurl.com/9mbr96tfHow to Overcome Stereotypes in Your Organizationhttps://online.hbs.edu/blog/post/how-stereotypes-affect-an-organization
In this episode, we continue the conversation about stereotypes and their effects, but provide a positive spin! Specifically, we focus on coping strategies and how we've managed to deal with stereotypes in the workplace. Tune in to find out more about how we coped with these experiences and whether any of our examples resonate with you!HaikuStereotypes bindEmpathy breaks the strongholdHearts embrace what's realArticles for NerdsInside the prism of an invisible threat: Shining a light on the hidden work of contending with systemic stereotype threat in STEM fields.https://tinyurl.com/9mbr96tfHow to Overcome Stereotypes in Your Organizationhttps://online.hbs.edu/blog/post/how-stereotypes-affect-an-organization
In this episode, we talk about typical stereotypes that manifest for Asians and Asian Americans in the workplace and how they can sometimes lead to stereotype threat. Tune in to hear about our experiences and some of the current research!HaikuBoxed mind weaves tails wildLaughter breaks through biased wallsTruth smiles, stereotypes fallArticles for NerdsStereotype Threathttps://pubmed.ncbi.nlm.nih.gov/9174398/HBR - Why Women Feel More Stress at Workhttps://hbr.org/2016/08/why-women-feel-more-stress-at-work
In this episode, we celebrate Michelle Yeoh's Oscar win, discuss how Asian and Asian Americans fit in Hollywood, and explore how that pertains to the workplace as well as implications on leadership outcomes. Articles for NerdsAsian Americans Are the Least Likely Group in the U.S. to Be Promoted to Managementhttps://hbr.org/2018/05/asian-americans-are-the-least-likely-group-in-the-u-s-to-be-promoted-to-managementHIDDEN IN PLAIN SIGHT: Asian American Leaders in Silicon Valleyhttps://asiasociety.org/sites/default/files/inline-files/HiddenInPlainSight_Paper_042.pdfBarely Crack in the Asian Glass Ceiling https://static1.squarespace.com/static/621f898a98dc785cd663ab7b/t/6411f34f7e8c0f338f50f144/1678898001325/Barely%2BBreaking%2Bthe%2BAsian%2BGlass%2BCeiling.pdfTime Magazine: A Comprehensive Guide to the Ghost in the Shell Controversyhttp://time.com/4714367/ghost-in-the-shell-controversy-scarlett-johanssonWashington Post: 98 times a white actor played someone who wasn't whitehttps://www.washingtonpost.com/posteverything/wp/2016/01/28/100-times-a-white-actor-played-someone-who-wasnt-white/
In this episode, we start out by breaking down a tweeted photo of Elon Musk with his “extremely hardcore” employees. We discuss the superficial meaning and the subtleties of this picture and unearth the potential repercussions and the narrative presented by this photo, questioning what options employees on visa status truly have in a “hardcore” organization.We reflected upon the concept of overcompensating/bullet proofing in our own line of work and how we have navigated the tendency to be “pigeon-holed.” We share personal examples while drawing from findings from the organizational psychology research, touching on how Asians are confined to certain non-leader roles and how we as podcasts hosts are working to break that narrative.Elon Musk with “hardcore” employeeshttps://www.businesstoday.in/technology/news/story/elon-musk-posts-pictures-with-engineers-leaving-a-code-review-on-twitter-353449-2022-11-19Articles for Nerds:Prevention vs. Promotion Focushttps://www.frontiersin.org/articles/10.3389/fpsyg.2019.00726/full#B26Saying “No” at workhttps://hbr.org/2017/01/hbrs-best-on-saying-no-to-more-workChat GPT HaikuBreak free from the moldEmbrace your unique journeyFlourish on your path
In episode 2, we talk about the Lunar New Year and how some people have to navigate it in the workplace. We dive into how organizations can play a role in spearheading changes to make a more equitable, inclusive, and safe workplace. We discuss Michelle Yeoh and the golden globes speech and how that moment defied Asian stereotypes, and what that may mean for our community in the workplace. We play myth busting with the concept of Asians being crazy rich and dive deeply into salary negotiation and its importance. Michelle Yeoh and the golden globes speechhttps://www.youtube.com/watch?v=dHpDqn0nlK8Salary databases — Know your worth!Tech start ups https://www.builtinnyc.com/salariesSalary for Industrial/organizational psychologist https://www.newhaven.edu/_resources/documents/arts-sciences/graduate-programs/industrial-organizational-psychology/siop-income-employment-report-2022.pdfHigher Education Institutionshttps://www.chronicle.com/page/special-note-about-the-chronicles-faculty-and-staff-pay-dataKeep in mind, if the college/university is public, there is a good chance that salary data is public in that state. Google is your friend! Federal Salaryhttps://www.federalpay.org/gs/2023Article for nerds Asians don't ask? Relational concerns, negotiation propensity, and starting salaries.https://psycnet.apa.org/record/2022-58136-001GPT HaikuKnow your work, be boldNegotiate your high valueClaim what you deserve
We are three organizational psychologists and friends who are going to give you the lowdown on the good, the bad, and the ugly on the Asian experience in the workplace. Hidden in Plain Sight covers a range of workplace topics as they relate to the Asian experience. We include perspectives from Asian American Pacific Islander (AAPI) and international Asians working in the U.S. Each episode breaks down a specific workplace concept - whether it's pay negotiation, professional development, or racial microaggressions, and we discuss how they relate to Asians, bringing in relevant evidence from the organizational and psychological research, and sharing tips and advice on how best to navigate these situations. Though this podcast is about the Asian experience, we invite anyone with an interest in this topic to tune in!
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