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Here's what they're doing, in their own words:
Empowering authenticity - LogMeIn
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Educating on current events — Raytheon Technologies
Learn more about Raytheon Technologies here.
Encouraging awareness, growth, and learning — Moody's
- Weekly newsletters featuring AAPI employee profiles and cultural resources
- Video screening and small-group discussions supporting #StopAsianHate
- Cultural panel discussion featuring employee stories
- Professional development activities
- External speakers speaking about Asian leadership"
Supporting professional development — Freddie Mac
"Asian American and Pacific Islander Heritage Month at Freddie Mac – Together, We Are Stronger
- Personal development session on empowerment led by a coach from our Employee Assistance Program.
- "Stop Asian Hate" lunch and learn geared toward discussing the hurdles facing the AAPI community.
Fostering inclusion, learning, and belonging – Nestlé USA
Learn more about Nestlé USA here.
Promoting cultural literacy – Relativity
The Community Resource Group at Relativity
Learn more about Relativity here.
Creating transformative experiences – Facebook
- Bystander Training/self Defense Workshop"
Learn more about Facebook here.
Extensive and exciting programming — 2U
Learn more about 2U here.
Amplifying voices and educating others – Smartsheet
Learn more about Smartsheet here.
Rising together in sports and culture – NBA
Learn more about the NBA here.
Creating courageous conversations – Commvault
Learn more about Commvault here.
Honoring history through virtual events – Collins Aerospace
Learn more about Collins Aerospace here.
Highlighting new perspectives – MongoDB
Learn more about MongoDB here.
Spotlighting diverse communities – Bumble
- BuzzWord DEI Discussion Series with featured guest speakers: This conversation will focus on the Asian community within the context of larger cultural issues such as dating app experiences, fetishization, masculinity, and representation.
Engaging in daring conversations – Procore
Learn more about Procore here.
Taking action to foster change – SeatGeek
Learn more about SeatGeek here.
Uplifting and inspiring the community – Okta
Learn more about Okta here.
Empowering cultural diversity and leadership – Quip
Learn more about Quip here.
Focusing on lived experiences – Mindbody
Learn more about Mindbody here.
Promoting harmony and unity – T. Rowe Price
Learn more about T. Rowe Price here.
Celebrating Asians globally
Learn more about AutoDesk here.
Most people have one home town. Syamla Bandla has 13.
With a father serving in the Indian army, Syamla got used to adapting to a new environment every time his role changed and her family moved to a new city.
That flexibility served her well as she moved from fintech to insurance to startups and eventually into a role as Facebook's Director of Production Engineering—and as she managed a massive team through the pandemic-induced shift to all-remote work.
We sat down with Syamla, who had already shared part of her career story with PowerToFly, to ask her how she's grown and developed her own career, and how our readers can do the same in their own roles, especially now that remote/hybrid work is here to stay.
Step One: Adopt a Growth Mindset
Syamla's career really began to take off when she took on her first leadership role. The startup she had been working for was acquired by Dell, and she was tasked with integrating it into Dell's SaaS portfolio and taking four different products to market.
Oh, and she was a bit busy having her first child right at the same time.
"The learning curve was very steep!" remembers Syamla. "When I look back, I am really proud of myself for what I accomplished."
She credits one thing with her ability to juggle work and motherhood: her deep belief in a growth mindset.
"When we say 'superwoman, supermom, superhuman,' it's a myth," she says. "Everybody has the same 24 hours. It was a muscle I had to build in both roles–in motherhood and in work–about focusing on the journey."
Here's how Syamla defines a growth mindset: "Believing that talents are not innate and that everything can be developed with sheer dedication and hard work and focus—an absolute obsession and love for learning."
In practice, applying a growth mindset looks like not being afraid to fail. Whether that is Syamla stepping into a leadership role while balancing new motherhood or one of her direct reports taking on hiring responsibilities for the first time, Syamla says that it's all about believing that you can get through something.
"When you think about it, it's not the outcome that you're chasing—but the joy of the process itself," she explains.
And while volunteering for new initiatives or putting your hat in the ring for a promotion may have been easier when we were all in the office and you could grab a senior manager in the hallway, it's certainly easy to broadcast your willingness to take on more learning opportunities, says Syamla.
Step Two: Be Vulnerable
Syamla's current job includes managing all of Facebook's revenue-generating platforms, including Ads and Marketplace. "This role is very, very dear to my heart, and I love doing it at this scale," she says. It's a big remit, and in order to manage well, she needs to keep her team connected.
Her strongest tools for doing that are trust, authenticity, and radical inclusion.
"Listening is super important, whether it's with customers, peers, or managers. Listening with empathy means you're getting the big picture, not just the short-term," she says.
Here are her specific tips:
- Put your phone aside while you're on video calls. It shows your team that they have your full attention, says Syamla.
- Share personal updates when they feel appropriate. For instance, when Syamla's father-in-law got COVID, she ended up sharing that to the broader Facebook community, prompting dozens of people to reach out to her and share their own experiences.
- Show that you understand other people's situations. From being conscious about scheduling calls at times that work for coworkers in other parts of the world to checking in on teammates who are going through life changes, leading with empathy can go a long way, says Syamla.
Step Three: Build a Network of Advocates
"I used to believe my work would speak for itself," Syamla says. She found out that wasn't quite the case. "As a leader and a woman of color, I needed to find my voice, but also to make sure that my allies and sponsors were able to speak on my behalf, so I didn't have the burden of self-promoting all the time."
Syamla thinks that remote work actually provides more opportunities on this front. Not only can you drop humble-brag updates in company chats she says, but you can also more easily branch outside of your own company to connect with industry peers, which is key for upward mobility and recruiting opportunities.
"It's a blessing in disguise, to have so many virtual events," she says. "Being a working mom, I used to refuse events, because they required long travel away from my family. But the top tech conferences are online and they're really quality."
Same goes for learning opportunities. With platforms, including our internal learning resources at Facebook, says Syamla, it's easier than ever to make time for learning, and to share your progress with your managers so that they can see how committed you are to self-improvement.
She also suggests making use of social networks to connect with peers of similar backgrounds. "You will be surprised how many people actually respond back and they want to connect and talk about experiences when they come from similar domains," she says.
Step Four: Don't Forget to Prioritize Yourself
It's easy to let work bleed into your real life when work happens in the same place that you see your family and friends, says Syamla. Career development is important, but not at the cost of your own mental health and enjoyment of life.
"It's hard to draw that line, especially as a working parent," she says. "The key is to pace it out and draw really hard boundaries." For example, Syamla makes sure to take occasional Fridays off where she fully disconnects from work. And on family vacations, she makes sure to take at least an afternoon for "guilt-free mommy time."
"It's important to put on your oxygen mask first, because you can give a lot more when you are in your strongest mental state and physical state," she explains. "After I've taken that time, I'm a better person, a better mom, and a better leader."
Personally, Syamla likes to spend her downtime hiking, diamond painting with her daughter, and creating vegan versions of family-favorite recipes like thandai. She's slowly morphed into a morning person, too, going to bed 15 minutes earlier each night until she was able to get up at 5:15 a.m., which gives her much-needed quiet time to walk, do yoga, and get into the right headspace to start her day.
Prioritization needs to happen at work, too, and can sometimes be easier in remote or hybrid workplaces. For example, Syamla is now taking executive coaching sessions, which she says she wouldn't have had time for had she needed to travel to them. "I get good ROI because it's a lunch session, and I don't have to block half an hour before and after to get there," she says.
She's also seen higher participation in Facebook's Coaching Circles—small support groups where participants can learn new skills, network, and help others solve problems in an engaging and confidential environment—now that they've moved online.
Looking to the future
As someone who is personally and professionally passionate about inclusion, Syamla is keeping an eye on what the future of remote and hybrid career development looks like.
"A lot of leaders will be tested on building inclusive environments when some people opt to work full-time remote and some people are coming into the office. I think we have to be super intentional and even more laser-focused on getting the inclusion part right," she says.
Anne Do was recently visiting her cousin in San Francisco, California, for less than 48 hours. In that time, she made two cakes and a dozen French macarons.
"I told my family, 'You won't be seeing me for a while!' and packed up what I could for their freezer," says Anne, smiling.
The web analytics team lead for the National Geospatial-Intelligence Agency, or NGA, is accustomed to accomplishing a lot in a short amount of time.
With less than two years under her belt as a full-time employee at the Agency, Anne has already taken on the role of a team lead, became the co-lead of the NGA's Asian Pacific American Council (APAC), and collaborated closely with multiple components to successfully executed a five-person live broadcast panel event for this May Asian American and Pacific Islander Heritage Month (AAPHM).
We sat down with Anne to find out how she makes this all happen — and, importantly, how APAC has worked to support its members during a year of unprecedented racially-motivated attacks.
Driven to Serve
Anne says that public service is in her blood. As a first-generation Vietnamese-American whose father and grandfather both served in the military, Anne knew she wanted to follow in their footsteps by giving back. She earned her undergraduate degree in Information Technology (IT) – Network Administration and master's in Information Systems Technology Management, subsequently working as a systems, database and cloud engineer for various government organizations.
After working technical integration logistics management for the State Department, she was hired as a contractor at NGA while pursuing her graduate degree at GWU. After a few years in, she realized that one of her customers could modernize how they delivered map specifications to industry, military and international partners by moving from a local database to the cloud.
She wrote a proposal, including her own research and cost calculations, and it was approved. For three years, while managing her daily work responsibilities, she was also successful in learning achieving data and cloud migration accreditations. It was then that Anne realized she wanted to work as a NGA employee in a data science capacity.
"I have done the network aspect. I did the system and data engineering. I really enjoy dealing with methods of transforming data into a strategic asset, and seeing it come to fruition, so I figured, let's see what opportunity NGA has in the data field. I put my name into the hat without really thinking that I would get it," says Anne.
She did get it. And two months later, she was provided with an opportunity to serve as the web analytics lead.
Determined to Lead
When Anne started as a NGA employee, she ran into a challenging situation.
"I realized I needed to balance being organizational, tech savvy with being savvy at office dynamics", she explained. "I needed to extend myself beyond tackling specific goals and be the kind of leader, who could successful manage demanding situations."
That need for community and support drove Anne to join APAC, a Special Emphasis Program (SEP), NGA's employee resource group for Asian Americans and Pacific Islanders (AAPI).
At her first meeting, she met the APAC's co-lead who was serving food for everyone. She was shocked—and impressed—to see such gracious leadership.
Shortly after joining the council, that co-lead position became available. Anne took charge and raised her hand to become the new co-lead.
That was in February 2020. A month later, the COVID-19 pandemic began, and anti-Asian sentiment began to rise in the US.
"I have two elderly parents who take daily walks, and I had to wonder if I needed my parents to curtail their normal routine," says Anne.
Other members of APAC shared their concerns with the council: they found themselves looking over their shoulders in their neighborhoods and grocery stores, wondering if a violent attacker was near, and they struggled to focus on work amid news coverage of increasing violence. They wondered what kind of support NGA could provide them.
Anne and her co-lead focused on a three-part response strategy: listening, providing resources, and advocating. Here's what it looked like:
- Listening: "I had to learn to ask people I work with, 'How are you today? versus How things are going? I emphasize the 'you' part because that gives them a chance to open up and discuss how they're feeling," she says. APAC started sending emails, partnering with other agencies' AAPI leads to provide a platform that served as open forums for anyone who wanted to share their thoughts, fears, or reflections.
- Providing resources: Anne and the APAC & SEP team communicated the NGA resources available to employees, including counseling, monthly meetings, speakers, reminders about mental health and sick days, and access to the AAPI network in the greater Intelligence Community, for anyone who needed help. "It was about enabling them to feel that their voices were being heard and showing there are efforts put in place to help prevent any uneasiness with what was happening outside of the workforce," she says.
- Advocating: On a personal and professional level, Anne believes in advocacy. "The more you open yourself up and have these hard conversations, the more you can educate people on the AAPI experience and move past the model minority myth..." she says.
As important as Anne knows her work with APAC to be, she acknowledges that it's not easy to heal from the threat of violence and experiences of everyday racism. "I don't know if I'll ever be able to go back to my pre-pandemic comfort level," she says.
Finding Inspiration to Keep Going
Anne didn't meet her APAC co-lead in person until this May, well over a year after becoming an advisor to the council. They were working together virtually up until broadcasting rehearsal for the AAPHM observance event.
"It hits a little closer to home for a lot of us," she says of this year's celebrations. Anne signed up to be the logistics manager for the event, and found herself designing a speaking panel that was the agency's first all-Asian-American-descent panel. The event's keynote speaker was Huan Nguyen, the first Vietnamese-American Rear Admiral of the U.S. Navy.
"We couldn't have asked for a better keynote," Anne says. "He addressed the community about the events that had happened, saying, 'It's real. What can we do to make sure that not equality but actual equity gets taken care of?' and 'It doesn't matter what your heritage is — you're American first.'"
The event was the highlight of Anne's tenure at NGA, she says, and she knows she's not the only one who felt the power of coming together as a community.
"A coworker who has been in federal service for over 30 years told me that was one of the most honest, genuine addresses that she ever had experienced in her career," says Anne.
Anne wants to pay that feeling forward, and has one last piece of advice for anyone considering stepping up and becoming a leader in their own organization: "Be more willing to take part in the change that you believe in, even if it scares the heck out of you. I definitely never expected to be where I am now, but I'm so glad that I raised my hand."
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