Scholarly studies on glass ceiling show that there are invisible barriers that prevent people of color and women to rise into management positions. These barriers often include low human capital, structural/institutional discrimination, poor assimilation, presence of an old boy network, and low social capital. These documented reasons for glass ceiling among Asian Indians in academia, however, are incomplete in explaining the lower representation of these individuals in management positions. Using 36 in-depth interviews with Asian Indian faculty members employed in 18 United States research universities, this study investigates glass ceiling among this group in academia. Several of our participants noted that Asian Indians are perceived as less outgoing and confident in their mannerisms, which can further inhibit their chances of being in leadership positions. While two-third of the participants mention that they were unlikely to be faced with a glass ceiling, they considered themselves as lacking in traits such as assertiveness, extraversion, individualism, and confidence that Western models of leadership consider vital in a leader. Asian Indian faculty members have internalized these differences and are opting out of leadership positions.