Is the Anglosphere Still Prejudiced Against Outsiders?

 

Montreal, 1989

Finally, one kindly editor gave him a scribble. He clutched at it like a drowning man to a piece of wood in a sea of uncertainty. On this wood that had long become paper, there was a name. And a phone number.

Fevers above 103F can cause confusion, even hallucinations¹. Above 107.6F—brain damage is possible, even a chance of death enters the equation. Mukul’s temperature was running at 104F, but his hazy mind thought of money—it was running out.

Mukul Pandya, thirty-one, dark hair, affable demeanor, was a journalist based in India. Visiting Montreal to cover an event, he and his wife, Hema, also a journalist, intended to uncover a few stories in the U.S. on the way back, when illness struck.

Constrained to $500 each by foreign exchange regulations, and with no medical insurance, the illness was now a calamity.

“It’s malaria,” the Canadian doctor said, and prescribed Quinine. Hema never left his side, but neither did the fever. Mukul thought of his sister who lived in New Jersey—the sight of the diminishing wad of dollar bills energized the aching bones to move.

“It’s typhoid,” said the doctor in New Jersey. This doctor was right.

In New Jersey, two weeks went by before the previously-misdiagnosed Mukul got to his feet. Gnawing away at the bacteria invaders, the antibiotics and the pathology tests had also nibbled away the precious few dollars. Mukul forced himself to focus—the mental switch clicked to freelance work, but nothing turned up. Finally, one kindly editor gave him a scribble.

He clutched at it like a drowning man to a piece of wood in a sea of uncertainty.

On this wood that had long become paper, there was a name. And a phone number.

 

Frankfurt, 1972

Charu Khopkar, then twenty-nine, landed with his wife, Alka, who had earned a scholarship to study German at Frankfurt University. Both had been educated at English-language convent schools in Bombay, India. Despite the odd incidents of “The apartment just got rented,” “They always get the best seats,” “When are you going back?” and “You are not here permanently, are you?” they stayed. For ten years.

Fluent in German, at home they conversed in English. When their first child was born, they thought of moving to an English-speaking country, and Australia happened to be advertising for immigrants up in Germany. By then, Charu was also armed with a four-year full-time master’s degree in Economics from Frankfurt University.

 

Sydney, 2015

I was told that they were looking for an Australian-born person.

I have driven to Charu and Alka’s home. It’s in a narrow street in Sydney’s south. Signature upper-middle-class area—tall gum trees outline the street on both sides, the sidewalks are neat, the grass trimmed. The aging trees bend over the bitumen below, creating a tranquil, leafy canopy that keeps most cars in the shade.

The house is a picture postcard of suburban bliss—a well maintained grassy front lawn, an attached brick double garage, its white doors adorned with a green pattern matching the green of the fence and of the rain gutters on the roof. French windows with striped green canvas awnings are everywhere. No need to ring the doorbell, a Golden Retriever and a Labrador announce my arrival.

Charu and I sit at a long, narrow dining table with coffee. We talk for almost three hours. Charu is wistful as he remembers the early days

“When I was new to Australia, a German company advertised through CES (Commonwealth Employment Service) for a representative with German experience and German qualifications, but resident in Australia. Liaison was required between Germany and Australia. CES sent them my CV.

“I got a call for an interview. I was excited.

“The interviewer was a middle-aged German. We spoke initially in English, and then in German. He asked about what I did in Germany. It all went smoothly.

“When I inquired with CES about the outcome, I was told that they were looking for an Australian-born person.

“CES said they couldn’t do anything about this; it was a private sector company.”

That was a reminiscence from 1982.

Scoring an interview is still hard for many—the foreign-born are even stratified. Australian National University researchers² sent over 4,000 fictional resumes to employers in response to job advertisements. In all cases, they submitted a CV showing that the candidate had attended high school in Australia. Despite that, not only did minority groups suffer discrimination, but Italian names suffered much less than the Chinese and Middle-Eastern fictional names. Worse, the higher jobs and those that required customer contact (such as wait staff) suffered more than say, data-entry operators.

The better assignments and mentoring neglected, the career-enhancing moves omitted—they are the invisible glass walls—the neglect by omission of a people with no connections.

In academic parlance³, this is called the glass gate—if the gate providing an entry—to an elite university, a profession, to firms at the better end of town—is unfairly shut—then the groundwork for a glass ceiling is already laid. If someone is jumpstarted at a managerial level, like Rupert Murdoch’s preordained sons, they are on a glass escalator. According to research reported to the U.S. Glass Ceiling Commission⁴, white males are more likely to get the benefit of a glass escalator. The better assignments and mentoring neglected, the career-enhancing moves omitted—they are the invisible glass walls—the neglect by omission of a people with no connections.

I want to jump inside this behemoth—feel its shape, breathe its air, and smell its insides. It is not an accusatory quest. To tame a beast, we must first understand its nature.

But I am not a detached explorer.

I want to jump inside this behemoth—feel its shape, breathe its air, and smell its insides. It is not an accusatory quest. To tame a beast, we must first understand its nature.

You can walk in from the main entrance of this bank every day of the week, and you still never stop noticing the large, arched windows and the enormous columns of green marble with brass tops in the main banking chamber, one of the largest in the world.

I went in first into a fourth-floor office, rather large sized for a middle-level manager. My supervisor, Lalit (not his real name), wasn’t there. I sat across his desk on the visitor’s side, solemn, staring out the window to my right, wondering why I was being summoned. Lalit appeared with a customary delay to indicate how busy and rushed he was.

Like upper-crust city bankers, Lalit always flaunts tailored suits and brand-name shirts and ties. He drives a BMW and boasts of an affluent-suburb address.

Lalit is not super rich. He bought a high-mileage three-year old car and rents. He tries to speak with a posh accent, but his subcontinental origins slip out every now and then, like cleavage showing through a loose kimono. Aware and self-conscious, he repeatedly closes the kimono, jittery and uneasy about how flimsy his cover is.

He speaks in trivialities, until I lose patience.

“So what are we here about?” I ask.

“Umm … there’s a course I want you to consider doing. It will be good for you.”

“What kind of course?”

He fidgets and squirms.

“It will be worthwhile. The company will pay for it.”

“Yes, but what exactly are we talking about?”

He is adjusting his fancy tie.

“Err … you will be working with a voice coach. She comes highly …”

“What’s wrong with my voice? I just did a presentation to over a hundred people that was very well received.” I feel indignant. My ire must be at large—he has picked it in the air, his demeanor has noticeably softened.

“It was, indeed. But … how do I say this … you deserve better. You are clever, technically adept. It would be better … better for you if you neutralize your accent.”

I am silent. The words are stoking my rising displeasure but the penny has dropped that his heart is pure. Perhaps mistaken, but pure of intent. I mull it over. My gaze shifts, first to the sunlight filtering through the window and then downward to the floor under the table between us. I notice a pointy sparkle, like a small torchlight beam—how long does it take every morning for him to get his shoes shining like that?

“You can stop any time. Why not try it out?” He is persistent.

I nod to that. He smiles.

“On one condition,” I say, “will you join me? Don’t you need it as well?”

Touché. There is a stunned silence as the boobs have fallen out again.

Uncannily, Simon Wong (not his real name) tells me the same story—different company, different manager—a Caucasian White who told Simon to his face, “With that accent, you can forget about career progression.”

Simon too, had given several presentations. “They were fantastic,” said his boss, “the public speaking is fine.”

Simon has even tried to enter politics, only to be advised that it is really hard for an ethnic person to win a lower house seat.

Puzzled, I decide to call Carlos, the most multi-ethnic person I know.

I remember vividly the day I first met Carlos four years ago on a film set. Sydney Film School is housed behind a two-story, warehouse-like structure, next to a loading dock. The lower level is painted pink, perhaps to hide the rust on the metallic roll down doors.

He was seated behind a large wooden desk, sporting a jacket on a summery day, looking cool as though underneath a whiffing fan.

We were helping students shoot the first scene of Chinatown. I was cast as Curly, the private detective’s client who has just found out his wife is cheating on him. Carlos was playing Jake Gittes, the detective embodied in Hollywood by Jack Nicholson.

Several retakes later, we finished to a heady applause, and I got to meet the real Carlos.

Carlos Sivalingam is five foot three, dark skinned, a fraction stout, and immensely articulate—he has a fascinating theory of why so many Australian movies never feature ethnic identities. To get the call for an audition, you have to first look the part.

Carlos tells me he is half Malaysian, half Sri Lankan. He is in his forties, and he wants to become a day-job actor, as in make those irregular checks frequent enough to not need a full-time job. My jaw drops—the odds against him making it are spectacularly high. I marvel at the audacity of his resolve.

He is eloquently aware of the gravity of the challenge—“I am the wrong shape, size, and color,” he says.

I met Carlos again recently. He lives by himself in a terrace flat in an inner-city suburb in Sydney and invites me in enthusiastically. The living room is homely—the furniture is old but well-kept, sunrays stream through the windows stained more by age than artwork.

I find out more about him—born in Malaysia, he went to school in New Zealand, and to high school in Perth. But meningitis as a child left him with an inability to concentrate for long periods. Learning lines must be twice as hard.

He still holds a telemarketing job, but only part-time; he has landed many an acting role. I congratulate him—he has ascended to Base Camp at Everest and the paid-actor Summit is not yet out of his reach.

“Accents and looks are overrated by acting coaches & managers,” he says, “look at Sidney Poitier. He never got rid of his Caribbean accent. At first, Arnold Schwarzenegger got rejected a lot in Hollywood because of his Austrian accent. But when the films became successful, it became a strong point, his calling card. I think the audience loves to see a good performer performing. It becomes about the performance. They are drawn into it. They go with it. Look at children. Mixed ethnicity does not bother them when they are playing with each other.”

Carlos, you are a sage. Excited, on the way back, I head straight to the library.

In 2013, Laura Huang (University of Pennsylvania) and two others led an interesting experiment⁵. Aware from several other studies that non-native English speakers experience discrimination in the English-speaking West, they sought to devise a theory for why it occurs as well as test for it. They propose that the glass-ceiling bias impeding immigrants is manifested in a bias against those speaking with non-native accents, the strongest signal of immigrant status—detected quickly and apparent almost continuously.

Minorities frustrated by the glass ceiling will often look to start their own venture as a means of getting ahead.

Huang’s team quotes other researchers who contend that a non-native accent is distinct from language fluency or competence. So they controlled for communication clarity. Two experiments were set up. A diverse (by race, gender etc.) group of 179 students assessed four candidates by listening to a job interview audio, but each student only assessed one candidate. The four candidates were: a white Caucasian American and a Japanese-American, both speaking with a native (American) accent, and a Japanese and a Russian, both of whom had been in the U.S. only for five years, and spoke with a non-native accent. The resumes, gender, and the dialogue were identical. In the second experiment, the same candidates were assessed similarly by a large group of MBA students, but they requested venture capital funding, as minorities frustrated by the glass ceiling will often look to start their own venture as a means of getting ahead.

While assessing all four candidates as ‘comparable’ for communication skill, collaborative skill, intelligence, confidence, and attractiveness (they were shown a photo), the respondents assessed the two native-accented men as having significantly higher political skill (the ability to influence others).

There was no pronounced difference between the locally raised Japanese-American and the European-descent white American. The researchers inferred that accent alone mattered, not race, at least in that experiment. They counsel immigrants to convey political skill in interviews.

If children play innocently, how do we get this way?

The journal Frontiers in Psychology⁶ inferred, “Both monolingual and bilingual preschoolers preferred to be friends with native-accented speakers over speakers who spoke their dominant language with an unfamiliar foreign accent.” So much for the innocence of preschoolers. Carlos wasn’t right either. But at least race is not an issue, it seems.

But there are other claims. A University of New Mexico paper⁷ reports that “foreign-born Whites with poor language and communication skills do not face problems in promotion and mobility,” and that ‘language capital is not required of foreign-born whites.’

Language capital not required? Perhaps, for some, the bar isn’t as high.

Indeed, The Corminator, Belgian (foreign-born white) Mathias Cormann, has the physique and accent reminiscent of the Terminator, but he always talks at a hundred miles an hour, like he is about to miss a flight. It has not stopped him from becoming the Australian Minister for Finance. He even survived a political coup while backing the loser.

So what should the non-whites do?

“One has to be careful not to overplay the race card. It’s a bad tendency to cry race each time things don’t happen the way we would want them to”—that’s the advice from Carlos.

 

Poitier—that’s the role model, not the victimhood craftsman who got compensated in a lawsuit. Poitier’s real-life story is what Hollywood scriptwriters dream about inventing.

Sidney Poitier⁸ left behind his parents and Bahamas home at fifteen to join his elder brother in Miami. Upset by the racism in the South, he decided to try his luck in New York. When he arrived in Harlem, he was barely sixteen, with only a few dollars left in his pocket, having been robbed along the way. Do the math, as the Americans say: he had no education; he was black; he had no money; he didn’t know a soul; and—it was 1943.

He slept in bus stations until he could afford a rented room. He lied about his age to join the army, which he did to escape the New York winter—heating bills he could not afford.

The army was not his calling. Now he feigned insanity to secure a medical discharge. Feigned? The audacity of what followed was insane.

He auditioned for the American Negro Theater, but the theater director ridiculed his Caribbean accent and poor reading skills. Incensed by the rejection, the young man resolved to become an actor, if only to prove his detractor wrong.

Reading newspapers between shifts as a dishwasher—struggling to learn by himself, listening to the radio for hours on end—repeating every word to modify his accent, offering to serve as a janitor in exchange for taking acting classes—Resolution and Resilience, you were Sidney. The rest is history.

In 1967, a mere twenty-four years later, guess who came to dinner and broke every taboo in the Hollywood canon? Yes, we know. But let’s keep our mind attuned to 1943. That’s the long struggle we need to imbibe the spirit of.

 

The Three Sisters, but not at Katoomba

At a shopping center—buried in the labyrinth of my own mind, unsure, and even uncaring of whether my outward appearance is discerning enough of public space from private, I run into some long-lost acquaintances, Shashi and Sulabha Dandekar. My mood lifts. They are proud parents of three daughters, and as they reminisce, the talk detours to their children.

 

I hear some interesting anecdotal evidence about reverse migration. Shibani, Anusha, and Apeksha Dandekar, the three sisters in question, were raised in the English-speaking West by their Indian immigrant parents. For all three, the entertainment business beckoned.

Australia was not able to cast the talent of Shibani, the eldest, and Anusha, only two years younger, in any capacity—acting, TV anchor, modeling,” Shashi says.

The White Australia policy was fully dismantled⁹ by 1973 but the commercial channels Seven, Nine, and Ten never got the memo. The State-owned ABC palmed it off to the multicultural State-owned station, SBS.

Ozziewood moviemakers got it but ignored it, by repeatedly, as Carlos says, ‘painting a picture of a historic, rural Australia that wasn’t even true back then, let alone now’. In that picture, you can’t cast a modern ethnic identity.

Shibani’s big break came via an Indian show introducing Bollywood stars to the U.S., as the show host, Anusha’s came via a major Bollywood movie role opposite superstar Amitabh Bachchan. The three sisters also found a music band called D-Major—they sing in English, Hindi, and Marathi, while the two elder sisters continue to find work in TV/internet show anchoring, acting, modeling, and VJ appearances. All three now reside in Mumbai.

“Shibani says our USP is our accent,” Shashi beams as he says this, like it’s a revelation. “Unique selling proposition,” he repeats.

In 2005, a professor of law at Macquarie University, Canadian-born Andrew Fraser, rang this alarm bell in Sydney¹⁰—

“Look at the annual HSC results – the consequence of which is that Oz is creating a new heavily Asian managerial-professional ruling class that will feel no hesitation… in promoting the narrow interests of their co-ethnics at the expense of white Australians.”

Yet, for this community, the glass gates can close inadvertently. A coalition of sixty-four community associations of Chinese, Indian, Pakistani, and Korean organizations alleges in its lawsuit against Harvard University¹¹ that:

‘Harvard University is racist. They use race as a criteria to deny admission to many deserving Asian-Americans.’ {If a minority outperforms the dominant majority on merit criteria, quotas will hurt them.}

The Court documents filed November 17, 2014 assert that the university is “engaging in a campaign of invidious discrimination by strictly limiting the number of Asian Americans it will admit each year and by engaging in racial balancing year after year.”

When the U.S. Supreme Court blessed the minority affirmation action programs for university admissions by allowing them to take race into account, it didn’t count on one thing—if a minority outperforms the dominant majority on merit criteria, quotas will hurt them.

The CEO honor roll of multinational corporations—bears witness to immigrants on glass escalators, discovered exclusively in the Anglosphere nations after an ostensibly “global” search.

The recent CEO honor roll¹² of Australian multinational corporations—BHP Billiton, Westpac, Qantas, CBA, and AGL—bears witness to immigrants on glass escalators, discovered exclusively in the Anglosphere nations after an ostensibly “global” search.

In Asia alone, there live 4.4 billion of the world’s 7.3 billion people. But when top-notch recruitment firms in the West claim they found a new multimillion pay-packet CEO after a “global” search, just how global is this search? I asked this question of several executives at leading headhunting firms by email, and I have yet to receive a single reply. Is this guilt admitted by omission? Anecdotal evidence suggests the following score—Spotlight on executives with extensive work experience in the English-speaking West: 100 watts, Asia/ Middle East/ South America: 0 watts—it’s rather dark in there.

Little wonder then, in contrast to Dr Fraser, the Dean of the Sydney University Business School, Professor Greg Whitwell¹³, said in 2015, “In Australia, as in the USA, a ‘bamboo ceiling’ or ‘cultural ceiling’ exists. The council reports that while 9.3 per cent of the Australian labor force is Asian born,” while “In S&P/ASX 200 companies, a mere 1.9 per cent of executives have Asian cultural origins.” This, despite the excellence in academe that had Andrew Fraser fearing a takeover of the managerial ranks.

The day is March 4, 2015. On the eastern side of Sydney’s Macquarie Street, is a long, two-story building of Georgian architecture, flanked by two unconnected structures with dome-like, Gothic roofs. It’s a façade—lurking behind the heritage is modernity—a new building that houses the State Parliament, overlooking the sloping green called the Domain.

Inside the New South Wales (NSW) Parliament House, Minoti Apte, a whiff of modernity herself—a young-looking fifty something, ethnic, short hair—stands on a stage, a mixed bag of emotions—a pride, a quiet satisfaction in her achievements, a few nerves. Also on stage, newly-elected NSW Premier Mike Baird is about to open an envelope. The moment reminds Minoti of the Oscars. She is on a shortlist with three other women. They stand with her, all in a line, as the Premier has the microphone.

The audience is on edge. Baird tears open the envelope and reads out, “And the winner is … Minoti Apte.” A thunderous applause follows.

Dr Minoti Apte, OAM 2014, distinguished researcher in pancreatic cancer at UNSW, has just won the NSW Woman of the Year award. UNSW has also named a new back-to-medical-research-for-working-mothers scholarship¹⁴ after her.

Minoti attended an English-language-convent school in India and became a medical doctor, immigrating to Australia in 1982 with her husband. She fell into research by accident, and ended up finding her calling. She says neither she nor her husband ever suffered a single adverse reaction.

“I guess my skill set is insular. It’s technical and intellectual. I appreciate that immigrants who aspire to sales or managerial positions may be in a different position. Academia was very multinational even back then,” Minoti cautions.

“Not only do professionally qualified Indians speak English fluently, I think we write well; I write a lot better than native English speakers in Australia,” she adds, assertively.

Minoti stresses local qualifications, language, and collaboration, but indignation rises in her the minute I suggest name changing as an additional strategy.

But Ragda Ali could wait no more. She had two years of experience in sales and a vocational qualification in marketing. After many applications, even for jobs requiring no experience, never earned a call back, she changed her name legally to Gabriella Hannah, applied for the same jobs, and got a call 30 minutes later.

“What about only a nickname, not a name change by deed poll, to make a difficult name easier?” I have hit a raw nerve. I am backpedaling to be congenial again.

“Only if the name is unusually difficult. I make it a point to learn how to say my Chinese students’ names. Some people make no effort at all. We should not be that subservient.”

Charu had jumped feverishly at the same thing—“I would draw the line at name changing.

That would be tantamount to the well-known misguided attempts to ‘breed out the color’ from the First Australians.”

But Ragda Ali could wait no more. She had two years of experience in sales and a vocational qualification in marketing. After many applications, even for jobs requiring no experience, never earned a call back, she changed her name legally to Gabriella Hannah, applied for the same jobs, and got a call 30 minutes later².

Sales job, sexy name—you do the math.

Montreal-based Veena Gokhale, who worked as a journalist with an English-language daily in Bombay, India, immigrated to Canada over twenty years ago, only to be told that “getting into media for a first-generation immigrant was an impossibility.”

However, immigrants who have qualifications and experience from the Anglosphere world (the U.S., the U.K., Canada, Australia, NZ, and South Africa), find it much easier to land jobs, and even do so at a level commensurate with their experience.

“Systemic racism when it comes to finding work here,” was Veena’s response when asked to describe “the most shocking thing she had experienced as an immigrant.”

“I have met many disillusioned and ‘rejected’ professionals though they came here armed with degrees and good, professional experience but could not get work at all, or got short-term contracts only, or had to change their field completely, or go back to school and do another degree,” Veena said.

It was in Silicon Valley that immigrants truly cracked the glass ceiling¹⁵. Four of the largest technology firms in the world—Google, Microsoft, Nokia, and Adobe Systems, appointed Asian-born, overseas-educated immigrants as their CEOs¹⁶. Many others have become successful entrepreneurs¹⁶. Silicon Valley innovates, in more ways than one.

And Fortune favors the resilient.

Rejected by the German company, Charu found his career niche in the NSW public sector, where “there are good procedures to address discrimination.” He succeeded in being promoted to the NSW Public Sector Senior Executive Service from the lowest grade (twelve grades in all) within five years—this, despite his ethnic name, appearance, accent, and age (starting at the ripe old age of thirty-nine).

Veena ended up as an English-language author of a fictional work published by a Toronto-based literary press, fulfilling a long-cherished dream she had held since age eight, when she wrote her first short story.

New Jersey, 1989–

George Taber was the name on the scribble. George had worked for TIME Magazine for 23 years, most recently as world editor, then launched a local business paper.

George Taber was the name on the scribble. George had worked for TIME Magazine for 23 years, most recently as world editor, then launched a local business paper. His phone rang—some just-arrived-in-America journalist called Mukul Pandya. Following his principle that any journalist deserved at least one shot at writing a story, George asked Mukul to write about New Jersey’s largest thrift, which had just declared a loss.

Mukul didn’t know anything about thrifts or S&Ls, the American names for building societies. Mukul called a professor of real estate and finance, who guided him through why S&Ls were in deep trouble. Still weak from his bout with typhoid, Mukul took seven hours to write a 1,000-word story. But George liked it—and sponsored him for a work visa. Mukul was hired. Soon, freelancer became staff writer.

New to America, Mukul didn’t even know how to drive—for two months, George drove by his house to pick him up, even gave him some driving lessons, co-signed a bank loan so that Mukul and Hema could buy their first car, and took Mukul to his first baseball game.

In 1998, when Mukul was offered a position at Wharton, he was paralyzed by loyalty, until George told him to take the job.

 

Philadelphia, 2015

Mukul, now the Editor-in-chief of the business journal of the prestigious Wharton School, University of Pennsylvania, invites George, now a full-time author, to speak at the journal’s board meeting about his latest book, Chasing Gold.

Mukul, his voice breaking, delivers a long, heartfelt tribute—“a mentor who impacts the course of your life profoundly,” and “the reason I am here is because twenty-five years ago, George Taber took a chance on an unknown …”

Mukul hugs George. A few tears are shed. The crowd brings down the house.

 

Let it be said once more—Fortune favors the resilient.

 

_____________________________________________________________________________________________________________________________________________________________________________________

 

This article was first published in two parts in the international literary and arts magazine, The Missing Slate, as “Do English-language-fluent Immigrants Face a Glass Ceiling?” and republished in California-based India Currents as “Breaking Barriers.”

 

Endnotes

 

1. Mayo Clinic write-up about the basics of fever and its symptoms.

http://www.mayoclinic.org/diseases-conditions/fever/basics/definition/con-20019229

 

2. Does Racial and Ethnic Discrimination Vary Across Minority Groups? Evidence From Three Experiments, Alison Booth, Andrew Leigh, and Elena Varganova, Economics Program, Research School of Social Sciences, Australian National University, IZA Discussion Paper No. 4947, 29 June 2010.

http://library.bsl.org.au/jspui/bitstream/1/1141/1/Does_racial_and_ethnic_discrimination_vary.pdf

 

3. Economic Integration of Recent Chinese Immigrants in Canada’s Second-Tier Cities: The Triple Glass Effect and Immigrants’ Downward Social Mobility,

Shibao Guo, Canadian Ethnic Studies Journal 45.3  (2013): 95-115, 12 Dec 2013.

http://search.proquest.com.wwwproxy0.library.unsw.edu.au/docview/1467355635?OpenUrlRefId=info:xri/sid:primo&accountid=12763
 

Endnotes (8 to 16) continue on page 2, click on 2 below, after the word Pages —->

 

4. The Glass Ceiling and Asian Americans, A Research Monograph, Deborah Woo, University of California Santa Cruz, CA 95064, U. S. Department of Labor Glass Ceiling Commission, 1 July 1994.

http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1130&context=key_workplace
 

 

5. Political Skill: Explaining the Effects of Nonnative Accent on Managerial Hiring and Entrepreneurial Investment Decisions, Laura Huang, Marcia Frideger, and Jone L. Pearce, Journal of Applied Psychology, Online First Publication, 12 Aug 2013. doi: 10.1037/a0034125

http://sites.uci.edu/jlpearce/files/2013/08/AccentJAP2013Online.pdf

 

6. Bilingual and monolingual children prefer native-accented speakers, André L. Souza, Krista Byers-Heinlein, and Diane Poulin-Dubois, Frontiers in Psychology 2013; 4: 953. Published online Dec 23 2013. doi: 3389/fpsyg.2013.00953 PMCID: PMC3870285

http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3870285/

 

7. Asian Americans: Achievements Mask Challenges, Roli Varma, Asian Journal of Social Science, 1 January 2004, Vol.32(2), pp.290-307

http://www.unm.edu/~varma/print/AJSS_Asian.pdf

 

8. Sidney Poitier Biography, Rosa Parks — Academy of Achievement. (February 26, 2010). Retrieved June 3, 2014.

http://www.achievement.org/autodoc/page/par0bio-1

 

9. Department of Immigration and Border Protection, Fact sheet – Abolition of the ‘White Australia’ Policy

http://www.border.gov.au/about/corporate/information/fact-sheets/08abolition

 

10. Professor Fraser fights for free speech, Parramatta Sun, 6 July 2005

http://www.ironbarkresources.com/defendingfreespeech/dfs01freespeech.htm#3

 

11. IN THE UNITED STATES DISTRICT COURT FOR THE DISTRICT OF MASSACHUSETTS BOSTON DIVISION STUDENTS FOR FAIR ADMISSIONS, INC., Plaintiff, v. PRESIDENT AND FELLOWS OF HARVARD COLLEGE (HARVARD CORPORATION); and THE HONORABLE AND REVEREND THE BOARD OF OVERSEERS, Defendants

http://studentsforfairadmissions.org/wp-content/uploads/2014/11/SFFA-v.-Harvard-Complaint.pdf

 

12. In the last twenty years, Westpac hired South African-born Gail Kelly—cracking the glass ceiling for women, they had previously hired American Bob Joss, Qantas brought in Irish-born “openly gay” Alan Joyce (piercing the glass another way), AMP’s Craig Meller has U.K. experience, and previously they had American George Trumbull, CBA hired New Zealanders Ralph Norris and Ian Narev in succession, AGL hired Paul Anthony (NZ and U.K. experience), ANZ’s Mike Smith is British. At BHP Billiton, Marius Kloppers was South African, his successor Andrew Mackenzie is Scottish-born (Source: Company Annual Reports, various media outlets).

 

13. Too Many Talented Achievers Overlooked, Gregory Whitwell, University of Sydney Business School, 2 Mar 2015.

http://sydney.edu.au/business/news_and_events/opinion/2015/too_many_talented_achievers_overlooked

 

14. UNSW Medicine scholarship to help balance academia and parenthood, 18 Aug 2015.

https://med.unsw.edu.au/news/unsw-medicine-scholarship-help-balance-academia-and-parenthood

 

15. Major corporations in Silicon Valley have recently appointed immigrants to the global CEO position, Diksha Madhok, Quartz India, 11 Aug 2015.

http://qz.com/476707/these-three-indian-born-ceos-now-lead-companies-whose-combined-revenue-is-more-than-the-gdp-of-most-countries/

 

16. Business, “More than just Pichai and Nadella: Indians now the biggest power players in silicon valley” by Sunainaa Chadha, 11 Aug 2015.

http://www.firstpost.com/business/more-than-just-pichai-and-nadella-indians-now-the-biggest-power-players-in-silicon-valley-2387058.html