May has arrived, bringing with it the celebration of Asian American, Native Hawaiian, and Pacific Islander (AANHPI) Heritage Month—a time to honor the cultures, achievements, and contributions that have shaped America in ways big and small.

This year’s theme, “A Legacy of Leadership and Resilience,” highlights the impact of AANHPI professionals in every field. But honoring AANHPI Heritage Month means more than reflecting on the past. It means opening doors, building connections, and making sure AANHPI professionals have real opportunities to grow and lead.

AANHPI Talent Has Fueled America’s Growth

AANHPI contributions are stitched into the fabric of America, from coast to coast and industry to industry. Dr. Chien-Shiung Wu, a nuclear physicist, helped reshape atomic science, but she didn’t get the same credit as her male colleagues. Ellison Onizuka became the first Asian American astronaut, making history and inspiring future generations. And Patsy Mink, the first woman of color elected to Congress, co-authored Title IX, changing education forever.

And let’s not forget today’s leaders who are shaping the business world. Indian American CEOs, like Sundar Pichai (Google), Satya Nadella (Microsoft), Arvind Krishna (IBM), and Shantanu Narayen (Adobe), are leading some of the world’s most influential companies.

For generations, AANHPI professionals have been part of the backbone of American progress—engineering the transcontinental railroad, shaping Silicon Valley, leading in medicine, law, business, and more. However, despite their massive contributions, AANHPI employees still face roadblocks at work that limit their full potential.

What’s Holding AANHPI Professionals Back?

Even though AANHPI employees make up a significant chunk of the workforce, they’re often boxed in by stereotypes. The U.S. Equal Employment Opportunity Commission (EEOC) has identified several obstacles that continue to hold AANHPI professionals back:

Stereotyping and Bias: They’re often seen as “hardworking but not leadership material” or “technical but not visionary.” This limits promotions and leadership opportunities.
The Glass Ceiling: AANHPI employees are one of the least promoted demographics in corporate America. Many get stuck in middle management with no clear path upward.
Limited Access to Mentorship: Without mentors who understand their experiences, AANHPI employees often miss out on career guidance and advocacy that can help them move up.

When it comes to hiring, too, companies looking to increase diversity and retention among AANHPI professionals need to use innovative sourcing strategies to succeed. Here are 3 sourcing best practices you might find useful:

Best Practice #1: Partner with AANHPI Professional Organizations—The Right Way

Instead of casting a wide net and hoping for the best, build real connections with AANHPI professional organizations like the National Association of Asian American Professionals (NAAAP) or the Asian Pacific American Labor Alliance (APALA). These groups are packed with highly skilled professionals in everything from tech and finance to healthcare and law.

In terms of execution, a lot of companies swoop in, drop off a few job listings, and disappear. That’s not how you build trust. The key is consistent involvement. Sponsor events, offer career workshops, or bring in your hiring managers for Q&A sessions. When AANHPI professionals see you investing in their success, they’re way more likely to consider you as an employer of choice.

Best Practice #2: Tap Into Your ERGs for Sourcing and Referrals

More than just support circles, your Employee Resource Groups (ERGs) are powerful recruiting engines. If your company has an AANHPI ERG, start there. If not, it’s time to set one up.

ERG members have deep networks within their communities, and many know top talent who aren’t actively job hunting but might be open to the right opportunity. Offer meaningful incentives for referrals and let ERG members take part in hiring events or outreach initiatives. The best talent isn’t always found on job boards. Sometimes, it’s one introduction away.

That said, recent political moves have put DEI initiatives, including ERGs, under scrutiny. The Trump administration’s latest orders targeting federal employee groups show how quickly diversity efforts can face pushback. If your organization operates in a space where DEI policies are being challenged, be mindful of how ERGs are positioned. Instead of framing them solely as DEI initiatives, emphasize their role in leadership development, business growth, and talent acquisition—areas that directly benefit the company’s bottom line and embed them within the organizational strategy.

Best Practice #3: Find Universities With Large AANHPI Talent

Many companies focus their diversity recruiting efforts on a narrow set of schools, overlooking where AANHPI students actually are. Unlike other historically underrepresented groups that may have dedicated institutions or networks, AANHPI students are widely dispersed across large public universities, private institutions, and community colleges.

For starters, don’t overlook major universities with large AANHPI student populations. Many schools have thriving Asian student associations, cultural affinity groups, and DEI-focused career programs that can connect you with top talent. Get involved with their diversity offices, attend networking events, and partner with AANHPI alumni networks to build relationships that go beyond a single recruiting cycle.

Let’s Build a Workforce That Reflects America

AANHPI professionals have been shaping America’s success for centuries, but too many still face barriers to hiring and advancement. The good news is that despite the change in political landscape, companies have the power to change that.

Hiring managers, recruiters, and decision-makers: this is your moment. Hiring the best talent is not illegal, so you should continue to do it. Build real relationships with AANHPI professional groups, use ERGs to tap into fresh talent, and rethink your college recruiting strategy.

The talent is there. The skills are there. The drive is there. The only question is—are you ready to bring them in?