During Asian American and Pacific Islander (AAPI) Heritage Month, the reminder to intentionally create space for other cultures in the workplace is starkly present.

Asian Americans and Pacific Islanders have come far — in 2023, 63% of Asians and Native Hawaiian and Pacific Islanders 16 and older in the U.S. were employed. Yet, a survey that same year conducted by the Boston Consulting Group showed only 3% of executives in corporate leadership were Asian American.

Closing this inequitable gap remains a challenge in the workplace. More than that, it keeps companies from reaching optimal performance, as diverse leadership drives stronger teams, deeper innovation and greater organizational success.

This year’s AAPI Heritage Month theme, “A Legacy of Leadership and Resilience,” highlights the importance of honoring the past while working to build a more inclusive future. As a Japanese American, I understand firsthand how cultural identity shapes the way we lead, collaborate and persevere. And I’ve seen the positive impact it brings to organizations. 

To honor AAPI Heritage Month and recognize what AAPI individuals are doing to close inequitable gaps, I spoke with three of my Asian American GHJ colleagues — Miso Moon, John Nguyen and Ly Eng. They shared their perspectives on leadership, resilience and inspiring the next generation. Their stories offer actionable lessons for all of us seeking to create stronger, more inclusive workplaces.

 

LEADING AUTHENTICALLY: DRAWING STRENGTH FROM CULTURAL IDENTITY

For many AAPI professionals, leadership is grounded in cultural lessons of honoring the values and experiences that shape who we are. 

Growing up in South Korea, Miso Moon, a member of GHJ’s Tax Practice, learned that resilience and discipline were essential to creating opportunities. Years of late-night study sessions, working multiple jobs and pushing beyond comfort zones created a strong foundation for her career. 

"Whenever I encounter challenges or moments of doubt, I remember how far I have come and all that I’ve done to get here,” she shared. “This gives me strength and perspective to keep me moving forward with purpose."

Similarly, Ly Eng, a member of GHJ’s Audit and Assurance Practice, found that his Vietnamese American upbringing shaped a leadership style rooted in humility and subtle strength. His upbringing taught him to lead not with volume, but with empathy, adaptability and a commitment to making sure every voice is heard. 

"I was taught at an early age how to listen deeply, adapt thoughtfully and bridge perspectives," Ly explained, who emphasized how his background continues to guide his leadership approach now in his career.

Authentic leadership often comes from honoring — not setting aside — personal and cultural identity. At GHJ, this authenticity fuels collaboration, deepens trust and drives results. When these voices are at the table because they are valued, not because they are the loudest, teams can be more productive, inspired and engaged.

Action for Leaders:

  • Encourage employees to bring their full, authentic selves to leadership roles and incorporate their backgrounds and cultures in their leadership style.
  • Celebrate diverse leadership approaches and recognize that strength can come from humility, empathy and perseverance.
  • Create formal and informal opportunities for employees to share how their backgrounds shape their work.

 

RESILIENCE CREATES GROWTH AND DRIVES INNOVATION

To many AAPI professionals, resilience is not only a skill but a necessary mindset that transforms setbacks into stepping stones for growth. In my own career, moments of doubt often became catalysts for growth. This was not because the path was easy, but because resilience demanded adaptation, learning and persistence.

When Miso joined GHJ’s Tax Practice during a major team transition, she found strength in collaboration and adaptability, rather than letting the uncertainty overwhelm her. Her leadership during that period helped lay the groundwork for a stronger, more cohesive team.

"Resilience is not just endurance — it is knowing when and how to adapt, collaborate and stay focused even when things are overwhelming," she shared. 

For John Nguyen, a member of GHJ’s Search and Staffing Practice, resilience meant pushing through self-doubt and trusting his ability to learn and lead after beginning his recruiting career without prior experience in public accounting. His ability to lean into discomfort ultimately helped him innovate and improve the Firm’s talent acquisition strategy. 

"I stayed curious, asked the right questions and tackled every challenge with determination," he explained. "Resilience is about trusting yourself, even when the road ahead is uncertain." 

Ly also encountered moments early in his career when resilience was critical. Facing tight deadlines and steep learning curves, he found that leadership is not about avoiding difficulties. Rather, it is about being present even when the path is unclear. 

"Resilience is about showing up, staying grounded and continuing to learn even when things are tough," he shared.

Resilience, this year’s theme of AAPI Heritage Month, does not mean simply surviving hardship; it means thriving because of it. Organizations that nurture resilience see stronger, more agile leaders emerge, and those with greater ethnic and cultural diversity on executive teams are 36% more likely to outperform competitors on profitability (McKinsey).

Action for Organizations:

  • Create an environment where resilience is recognized and rewarded.
  • Offer mentorship, development opportunities and coaching support to empower growth through challenges.
  • Share resilience success stories internally to inspire teams and reinforce a growth mindset.

 

ADVANCING REPRESENTATION: LEADING WITH PURPOSE AND CREATING OPPORTUNITY

Representation goes beyond visibility — it is a call to lead with purpose and open doors for others. Each of the GHJ professionals emphasized that seeing others who shared their background made a meaningful difference in their career journeys and reinforced their own responsibility to do the same for others.

For Miso, representation was about feeling supported and recognized, especially through mentorship. 

"Representation means being seen, being supported and being reminded that you are not alone," she said.

John expanded on this idea, explaining that simply having a seat at the table is not enough without action. 

"Representation is about visibility, but it also carries the responsibility to lead with purpose, to challenge stereotypes and to open doors for others," he said.

Ly viewed representation as a way to honor the resilience of previous generations while building a stronger future. 

"Our voices, perspectives and leadership styles matter,” he shared. “Empowering others to bring their full, authentic selves to the team strengthens our entire community." 

Representation must be active, and true inclusion happens when leaders use their platforms to elevate others, challenge systemic barriers and build pathways for the next generation. Not only is elevating diverse leadership the right thing to do, but it also drives innovation and growth. Data from the Harvard Business Review shows that companies with more diverse leadership teams are 70% more likely to capture new markets, highlighting the business imperative to build inclusive leadership pipelines.

Action for Leaders:

  • Develop structured mentorship and sponsorship programs that empower underrepresented voices.
  • Ensure diverse perspectives are represented at every level of leadership and decision-making.
  • Advocate for systemic changes that create broader access to leadership development opportunities for all employees.

 

BUILDING A STRONGER FUTURE TOGETHER

The journeys of Miso, John and Ly illustrate that leadership built on authenticity, resilience and a commitment to representation strengthens not just individuals, but organizations. Their experiences show that cultural identity is a catalyst for leadership, innovation and lasting impact.

At GHJ, we are proud to celebrate the contributions and experiences of our AAPI professionals this AAPI Heritage Month and every day.

Together, we can build workplaces — and communities — where every voice is heard, every experience is valued and every leader can thrive.