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Article
Publication date: 1 June 2006

Faye Cocchiara, Myrtle P. Bell and Daphne Perkins Berry

To compare and contrast the experiences, challenges, and career mobility of black women and Latinas in the workplace.

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Abstract

Purpose

To compare and contrast the experiences, challenges, and career mobility of black women and Latinas in the workplace.

Design/methodology/approach

Extant literature and data from the US Census Bureau, the US Department of Labor, the Pew Hispanic Research Center, and other relevant repositories were used to assess the workforce participation, education, and income for women of color. Specifically, their representation in organizational positions was examined, considering historical and social influences that affect this representation. Relevant human capital theory (HCT) was applied to consider its predictive power for outcomes of black women and Latinas in the workplace.

Findings

Although women of color are increasing proportions of all women in the US labor force, equal opportunity legislation (now in its fifth decade) has improved their status less than would be expected by their education and workforce participation. HCT does not adequately explain the experiences of Latinas and black women.

Practical implications

Being aware of barriers that black women and Latinas face in the workplace will prevent organizations from devaluing a growing segment of workers and help them compete in an increasingly competitive market.

Originality/value

While black women and Latinas are the most numerous women of color in the US workforce, the relatively small amount of research on women of color, particularly Latinas, remains a gaping hole in the field. Thus, the value of this article is that it adds to the literature on the workplace experiences of an important segment of the US population.

Details

Equal Opportunities International, vol. 25 no. 4
Type: Research Article
ISSN: 0261-0159

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Article
Publication date: 23 February 2010

Faye K. Cocchiara, Eileen Kwesiga, Myrtle P. Bell and Yehuda Baruch

The purpose of this paper is to examine the perceptions of US MBA and specialist master's degree alumni to determine the influence that their degree program experiences had on…

3669

Abstract

Purpose

The purpose of this paper is to examine the perceptions of US MBA and specialist master's degree alumni to determine the influence that their degree program experiences had on subsequent perceptions of career success.

Design/methodology/approach

Data were collected from 318 alumni MBA and specialist master's degree recipients from a large university in the southwestern USA; more than half of them were male. The university provided independent demographic data used to match respondents' surveys.

Findings

Evidence was found that men and women graduates perceived their post‐graduate degree success differently, with women graduates reporting less salary gain but higher hierarchical levels and job satisfaction compared to men. Social capital and perceived discrimination indirectly affected the reported career success of graduates on hierarchical level salary gain.

Research limitations/implications

Use of self‐report data, for all model variables, puts the findings at risk for common‐method bias. Additionally, while discrimination measure had acceptable reliability for this sample, it has not been widely validated.

Practical implications

The findings that women viewed their graduate program as less effective for advancing their careers than men despite earning higher grades suggests that business schools emphasize improving graduate student experiences as well as managerial competencies. Organizations' leaders should make their diversity management practices readily apparent as women and minority MBA graduates are likely to view such practices as important during their job search.

Originality/value

This study contributes to the knowledge of factors that influence career success.

Details

Career Development International, vol. 15 no. 1
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 21 July 2020

Myrtle P. Bell

This paper discusses the author's perceptions of anti-blackness, her research on “surface-level” diversity and her recommendations for faculty, administrators and allies.

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Abstract

Purpose

This paper discusses the author's perceptions of anti-blackness, her research on “surface-level” diversity and her recommendations for faculty, administrators and allies.

Design/methodology/approach

The paper is a personal account, drawn from the author's background and experiences teaching and studying diversity. It discusses research on American Blacks' unique experiences with police violence and discrimination in employment, housing, customer service, healthcare and education consistent with anti-blackness.

Findings

Anti-blackness pervades Blacks' everyday experiences, including in academic institutions.

Research limitations/implications

This paper is a viewpoint paper. Researchers should study anti-blackness, looking specifically at Blacks' organizational and societal experiences.

Practical implications

The author provides suggestions for faculty regarding sharing their research findings, teaching about anti-blackness in diversity, human resources, organizational behavior, management and other courses along with mentoring doctoral students. Recommendations for administration to help ensure that Black faculty are hired, valued and supported are also provided.

Social implications

Efforts to identify, acknowledge and dismantle anti-blackness are critical to Blacks and are important to improving diversity, inclusion and equity in society.

Originality/value

This paper provides the author's perspective on anti-blackness, using her personal perceptions and experiences, coupled with research evidence. The author provides suggestions for faculty and administrators based on decades of research and experience in the field and being Black in an anti-black society.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 39 no. 7
Type: Research Article
ISSN: 2040-7149

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