Abstract

This qualitative phenomenological study examined the lived experiences of African American women working in corporate technology environments, with particular attention to psychological safety, representation, and systemic barriers to advancement. Despite increased organizational commitments to equity and inclusion, research continues to demonstrate that Black women encounter persistent intersectional barriers shaped by race and gender within professional settings (Erskine et al., 2021; Field et al., 2023; Roberson, 2019). Guided by Du Bois’s (2008) theory of double consciousness, Goosby Smith’s (2014a) Ubuntic inclusion framework, and appreciative inquiry (AI; Cooperrider & Whitney, 2005), this study explored how African American women interpret, navigate, and respond to experiences of marginalization within corporate technology spaces. Using a phenomenological design, semi-structured interviews were conducted with 15 African American women currently employed in corporate technology organizations in the United States. Participants were recruited through purposive sampling and professional networking platforms. Interviews focused on professional challenges, strategies for navigating workplace barriers, definitions of career success, and advice for future generations of Black women entering corporate environments. Data were analyzed using thematic coding aligned with phenomenological reduction procedures described by Moustakas (1994). Findings revealed persistent patterns of racial microaggressions, under-recognition, and systemic exclusion that shaped participants’ experiences of belonging and psychological safety, consistent with existing scholarship on workplace bias and intersectional invisibility (Purdie-Vaughns & Eibach, 2008; Sue et al., 2007). The findings also highlighted the importance of allyship, sponsorship, and culturally responsive leadership structures for improving organizational climates (Erskine et al., 2021; James & Desormeaux, 2023). Many participants redefined career success beyond traditional hierarchical advancement, prioritizing psychological safety, personal well-being, and values alignment over corporate promotion structures. These findings contribute to ongoing scholarship on intersectionality, workplace equity, and leadership inclusion by centering the voices of African American women within corporate technology environments. This study advances the literature by proposing a leadership accountability framework emphasizing cultural intelligence, community support systems, and systemic organizational reform. By foregrounding the lived realities of African American women, this research challenges dominant organizational paradigms and calls for leadership models that prioritize psychological safety, representation, and ethical accountability in contemporary workplaces.

Library of Congress Subject Headings

African American women—Employment; Discrimination in employment; Diversity in the workplace; Leadership in minority women

Date of Award

2026

School Affiliation

Graduate School of Education and Psychology

Department/Program

Education

Degree Type

Dissertation

Degree Name

Doctorate

Faculty Advisor

Gabriella Miramontes

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