Silent Struggles of High-Achieving South Asians in Corporate America

As a coach working with South Asian professionals, one thing always stands out: immigrants work hard. Long hours. Relentless effort. Complete dedication.

But over time, I’ve also seen the downside — exhaustion, burnout, and the silent frustration of working harder yet not moving faster.

Because today, hard work alone is not enough.

South Asians often wear hard work as a badge of honor. But here’s the truth — when you only “do more,” your effort becomes invisible.

Hard work without strategic visibility or influence doesn’t always translate into growth.

I met Rajesh in San Jose, where I was speaking at an off-site his company had organized. Rajesh was an IT project manager at that time. After the session, he met me separately and shared how stuck he felt — seven years at the same level, no promotion, no movement, nothing.

A few months later, he reached out for coaching. During our sessions, I got to know Rajesh more deeply. He was skilled, reliable, technically strong, ahead of deadlines, showing up even on Diwali and Christmas, and doing more than anyone asked of him.

Yet… nothing changed. His career had plateaued.

When he moved to the U.S. on a student visa, he had big dreams. After completing his postgraduate studies in computer information systems, he landed a job at a well-known Silicon Valley firm. The early years were promising — he rose quickly and became a project manager.

But after that initial rise, growth stopped. He tried everything he knew: More work. More hours. More tasks. But each time, the promotion went to someone else. And each new job application ended in “we chose another candidate.”

His frustration was real.

Common Struggles South Asian Professionals Face in Corporate America

These are the barriers I consistently see in my coaching work — subtle, powerful, and often invisible even to the people experiencing them. They don’t come from a lack of talent or ambition. They come from cultural conditioning, immigrant pressure, and workplace dynamics that South Asian professionals are rarely prepared for.

Below are the struggles I consistently see — silent barriers that slow down even the most talented professionals.

1. Fitting In — Losing Identity in the Process:

Many South Asians try to blend in, only to dim their authenticity. They avoid rocking the boat, speak less in meetings, and prioritize harmony over healthy disagreement. By being overly agreeable and talking less, they unintentionally become invisible in rooms where decisions are made. But in corporate America, leadership requires clarity, confidence, and contribution. By being overly agreeable and speaking less, they unintentionally become invisible in rooms where decisions are made.

2. Staying Only Within the Asian Community:

There is comfort in familiarity, and many South Asians unintentionally limit themselves to networks made up of people who look like them, sound like them, and share their cultural background. While these circles offer emotional safety, they restrict professional exposure. When networking, socializing, and building connections happen only within their community, the chances of getting access to mentors, influential leaders, or advocates from other backgrounds shrink dramatically. Careers in corporate America grow through relationships, visibility, and sponsorship — things that cannot flourish inside isolated cultural circles.

3. No Conversations Beyond Work:

For many South Asians, the idea of small talk feels unnecessary or even uncomfortable. Growing up, conversations centred around achievements, responsibilities, and results — not weekend plans or hobbies. But in the U.S., these informal conversations are often the foundation of workplace trust. When professionals shy away from casual interactions, they unintentionally create emotional distance from colleagues and leaders. Their relationships remain transactional, and while their work might be excellent, their personal presence remains unknown. In corporate America, people promote people — they don’t just promote performance.

4. Visa Constraints:

The fear of losing legal status in the country creates constant anxiety. This often leads South Asian professionals to avoid negotiating salaries, accept heavier workloads, and remain in roles longer than they should. They hesitate to explore new opportunities or express dissatisfaction because they fear jeopardizing stability.

5. Over-Reliance on Technical Expertise:

Many South Asians place heavy emphasis on technical competence, believing that skill alone will ensure advancement.  Leadership roles go to those who communicate effectively, influence across teams, and navigate organizational dynamics with ease. Without these skills, high performers remain stuck in unable to make the jump to strategic levels.

6. Difficulty in Self-Advocacy:

Many shy away from talking about accomplishments. They don’t showcase results, articulate impact, or ask for opportunities — which makes them easy to overlook. Self-promotion does not come naturally to many South Asians. They feel uncomfortable highlighting their achievements, sharing their wins, or talking about their ambitions. They hope their hard work will be noticed on its own, just as it was in academic environments. But corporate America runs on visibility.

In corporate America, growth is not just a product of hard work. It comes from visibility, influence, strategic communication, and the willingness to step into spaces where your presence is unmistakable.

South Asians bring grit, discipline, and extraordinary commitment. But to thrive and grow in corporate America, we need more than hard work.

Your Good Friend and Coach

Payal Nanjiani

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This article was written by Payal Nanjiani for Sathee magazine.