A Reviewer Jenelle Suggested That I Make It Clear Where I?

2 Unfortunately, despite their recognizable accomplishments, Black females continue to be passed over when it comes to positions of national leadership in our country (Kaba, 2011). The author does not offer recommendations, however continued advances in the political arena and the ongoing trend for the higher educational knowledge that Black women seek, their genius status will become evident.

ill experience the public spheres and the workplace discrimination at the same level, because they have both conditions. Another example is the fact that African American women are often forgotten in history textbooks (Strickland & Weems, 2000, p. 72). In addition, even in todays’ news we talk more about the killing of African American men but not the ones of African American women (Ted Woman). From this perspective, other myths will derive such as the Strong Black Women myth (Black & Peacock, 2011). This myth is about a “gender-critical approach” in which African-American women are seen as stronger and responsible for their “health experiences” (Black & Peacock, 2011, 144). A research named Scott with his study sees the myth as forcing African American women to feel like they are self-reliant which will lead them to believe that they need to take care of their family, community, etc. Scott will refer to this idea as the management “warrior mode” (1991).

The purpose of this phenomenological study is to understand the experiences of eight Black women in mid-level management positions, who aspire to advance to senior-level administrators in higher education at four institutions. According to the American Council on Education (2015), as more women are moving through the pipeline as college graduates, they are not advancing to leadership roles at the same pace as their male counterparts. Furthermore, the trend is exacerbated for Black women. While the literature reported that there are more women in senior-level administrative positions breaking through the glass ceiling; there are a group of Black women in mid-level positions not advancing at the same rate as senior-level administrators, which

Women in America have faced numerous issues while trying to obtain equal rights as their male counterparts. These issues can include sexual harassment, discrimination and most importantly, less access to professional development and career growth opportunities. However, for African American women, these same issues can have a more severe impact on their chances of employment, receiving a promotion or an increase in their pay wage. Research shows that African American makes less earnings and receive fewer promotions than their Caucasian counterparts (Hill, Miller, & Benson, 2017).

Do male, African American leaders manage employees differently than their Caucasian counterparts in the business industry? This question begs an answer because the study of leadership is limited since it seldom examines contributions from other perspectives. African American contributions to assorted fields are often espoused during Black History Month, yet their collective experience fails mentioning in such an important discipline as, leadership. According to the U.S. Census Bureau, African Americans comprise 13.2% of the population. Minorities will increase in the coming decades with the U.S. population becoming more ethnically and

The gender bias found in relation to leadership in the civil rights movement often excludes African-American women’s contributions as being of less importance and prominence; however, in hindsight informal leaders were on equal level with formal leaders and bridge leaders served an important function resulting from exclusion.

Within the upper echelons of upper management is scant room for African American women. This mini-proposal outlines a research project that focuses on the phenomena of the nominal amount of African American women are in positions of management or organizational leadership within the City of Philadelphia.

The purpose of this literature review is to explore challenges, experiences, and successful strategies that African American women have encountered in the shaping of leadership in higher education. This review focuses on the history and struggles of women in higher education, male dominance, and African American women who have become successful in leadership roles. Some of the literature reviewed suggests that if efforts are not made to support the upward mount of African American women in leadership positions, the possibility of the decrease in this population is inevitable.

Studies and research on this issue has shown that more than half the women of color in the American workforce have been promoted once in their working period and their income increased 37% since 1998 (Lindenmeyer 182).

When interviewing a leader in an organization in order to discover their leadership style one must ask critical questions. I had the opportunity to interview Casey Aguirre who is a Team Manager at the Salem Call Center for T-Mobile. Casey has been with T-Mobile for over 11 years. In this interview we discussed her leadership style, the steps she took to become a leader, her biggest challenges, and her greatest achievements among other things. While interviewing Casey I kept in mind the connection between women in leadership and the cultural disadvantages and advantages that women in leadership

Because of gender norms in the 1960’s, society was resistant toward women in power and leadership, especially African American ones. Even though African American women had the traits, skills, and personalities to be formal leaders of social justice movements like the Civil Rights Movement, they were never given a platform to do so, mostly because their leadership wouldn’t be recognized as legitimate

“In New York City, where colored people are about half of the population, 80% of the NYPD stops were of blacks and Latinos.”(Quigley 1) Racism is like a barricade holding colored people back from becoming as successful as they want to be. Racism affects people in the workplace by limiting their chances to seize a job or promotion they are qualified for and should get. As an example, it has been proven that people who have white names have double the chance to be interviewed for a job than a person with an African American name. Racism is not the only persecution that affects people, sexism also is still a big problem in America. Sexism demeans and is unfair to women all around the globe, these women deserve to be treated as equal to men. In terms of women in leadership positions, the number of women with managerial positions is substantially lower than men. “In 2009, less than a quarter of CEOs were women in the US, and they earned significantly less than their male colleagues made.” (Gender Inequality and Women in the US Labor Force) Women are treated differently, even in places where gender has absolutely no importance towards the job. As an example, most people interview women and men differently, many questions women have to answer have zero importance to their qualification for the job. For example, interviewers ask women about children, which has

During the early history in America women were deprived of some of the many rights given to the male citizens. It has almost been a century since women were awarded the right to vote in the United States. It’s been half a century after the Equal Pay Act was established. “The Equal Pay act led to a reduction in the wage gap, but wage differences based on sex persist” (Korgen & Giraffe, 2015). Sadly, there is still a lot of prejudice towards women in the workplace. Bigotry towards women in the workplace has been dominant through the years. Many perceive women as being weak and not able to effectively provide their leadership duties in their workplaces due to their emotions (weaker sex). Positions in leadership are often given

Hall, J.C., Everett, J.E., Hamilton-Mason, J. (2012). Black women talk about workplace stress and how they cope. Journal of black studies 43 (2), 207-26.This article talks about the stressful situation facing African American in the workplace and the strategies they used to manage it. The authors related that the same stress struggling black women in the workplace was among the white female also even though they were experiencing inequality issues on top of the reality. The study was focused on five key terms to explain, the process of racism and sexism in the workplace stressing female African American. The authors elaborated the criteria of hiring or promoting in a diverse workplace as the first key. Secondly, the crucial

As the author points out, the figures on women in leadership is staggering in disparity. The article takes time to focus on identifying and highlighting reasons what makes a successful leader. Having an opportunity to attend a leadership meeting, in which we discussed improving inclusion at my company, this article presented many of the same reasons that as a company we tried to understand, “Why do we not have more women in leadership?” This article really underscores that in order for a business to survive and grow or for that matter, any organization to flourish you need to find individuals that embody the above-mentioned leadership traits not just seniority.