Abstract

Black women account for 7.1% of the United States (U.S.) population (U.S. Census Bureau,2023); however, they only comprise 2% of executive positions (EEOC, 2023), 1.4% of the Fortune 500 C-suite (Corbett, 2022), and .4% of Fortune 500 CEOs (Dawuni & Frazier, 2022). Typical advice regarding career growth and progression centers on hard work and dedication as facilitators of achievement. However, this is a broken model for Black women, whom studies show follow an inconsistent path and employ a variety of strategies to reach executive levels of leadership as they navigate inequitable systems, treatment, and behaviors in the workplace (Beckwith et al., 2016). While there is significant research regarding the inequities Black women face as they navigate their careers, inequities that systemically exclude them from leadership advancement, minor explores the interpersonal impact these experiences have on them and their resulting thoughts and behaviors, specifically from the lens of career derailment. Through thoroughly examining the literature regarding the relationship between experiences, thoughts, and behavior, this study aims to highlight how Black women leaders’ cognitive and behavioral responses to workplace inequity might perpetuate oppressive systems structured to maintain the underrepresentation of Black women in leadership. Utilizing the concept of mental models and critical systems thinking, in conjunction with social cognitive career theory and self-determination theory, this study explores the lived experiences of nine Black women leaders, examining the impact their social environments at work have had on their career choice, persistence, and motivation. The cognitive and behavioral responses to experiences they have had with workplace inequity are presented, as well as theoretical implications and recommendations for future research. Practical guidance emerged from the research findings for Black women leaders, aspiring leaders, and organizations to disrupt the cyclicality of the underrepresentation of Black women in senior and executive leadership positions in corporate America.

Library of Congress Subject Headings

Executives—Women, Black—United States; Women, Black—Leadership; Work environment—Leadership

Date of Award

2024

School Affiliation

Graduate School of Education and Psychology

Department/Program

Education

Degree Type

Dissertation

Degree Name

Doctorate

Faculty Advisor

Samaa Haniya

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