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A high level of educational and occupational achievements in science and engineering (S&E) in the US has changed the image of Asian Americans from the “yellow peril” to a “model minority.” Behind this new identity is the belief that Asian Americans as a group have equaled, if not surpassed, the standards of success set by White America in S&E. It is further assumed that Asian American women are advancing equally in S&E. The reality is that they are over-represented as Asian Americans but under-represented as women in S&E occupations. They experience challenges associated with both, their ethnicity and gender. They face “double bind”—a term used for women of color who simultaneously experience sexism and racism in S&E. This paper presents Asian American women’s unique situations within S&E organizations, with a particular focus on high-technology industry, where most of them are employed. It focuses on their identities and socio-cultural categorizations. 

Abstract The United States has witnessed waves of immigration throughout its history, with the current immigration policies regulated by the reforms enacted under President Lyndon Johnson in 1965. Immigrants now come from all over the world, with China and India supplying the largest numbers in science and engineering (S&E) fields. Although the US is seen as coping rather successfully with immigration from Europe, that is not the case with Asian immigration. Assimilation theorists have long argued that Asian immigrants face problems in adapting to the American culture and lifestyles; in contrast, multicultural theorists have hailed cultural diversity brought by Asian immigrants. Ethnic organizations can play an integral role in Asian immigrants’ adaptation and integration in the United States. Utilizing 40 in-depth interviews of Indian immigrant engineers working in the US technology companies, the present study examines if they belong to ethnic associations. If yes, why do they feel a need to belong to these associations? If no, why not? It further sheds light on their need to belong to such associations. The findings show that the need to belong to Indian associations varied with the stage of their lives, which can be depicted as a U-shaped curve. 

Under the U.S. Immigration and Nationality Act, the H-1B visa allows technology companies to temporarily employ foreign workers in specialty occupations. This paper presents a case study of Asian Indian engineers on H-1B visas working in technology companies in the United States. They enter the U.S. technology sector through one single H-1B visa program, yet they follow different sub-paths of H-1B visa. Depending on how they enter the U.S. technology sector, Asian Indian engineers differ significantly in their working conditions and socio-economic experiences. The paper is based on both primary data and secondary sources. Primary data comes from a National Science Foundation (NSF) funded study on return migration of Asian Indian engineers from the United States. 

This article presents findings on international research collaboration from a National Science Foundation-funded study with 83 faculty in science and engineering (S&E) who returned to India after studying and working in the United States. These faculty members were brought up in the Indian socio-cultural context, but they were professionalized in the scientific culture of Western academia. When they returned to India to take a faculty position, they knew collaborators in the US with desired skills, including their advisors. Yet, returned Indian migrant faculty face significant challenges in establishing successful international research collaboration with their American peers. Interestingly, this is not the case with collaborators from Europe and other parts of the world with whom they had little connection before moving to India. Findings show some inequities that exist between scientists and engineers in the US and India that pertain to resources and attitudes towards collaboration.