Colorism and Women Who Self-Identify as Black in Leadership Roles

AbstractWomen who self-identify as Black in executive director leadership roles in a nonprofit agency are still experiencing colorism in the workplace. Color-based bias, also called colorism, within the Black community centers on advantages and disadvantages for people of the same race. Colorism typically allows more benefits for lighter-skinned individuals who self-identify as Black than darker-skinned individuals who self-identify as Black. This study explored the lived experiences of women who self-identified as Black in executive director leadership roles in nonprofit agencies and who have experienced colorism (i.e., intragroup discrimination) in the workplace. The research question investigated the emotional effect on women who self-identified as Black in executive director leadership roles in a nonprofit agency that experienced colorism (i.e., intragroup discrimination) in the workplace. A basic qualitative research design using interviews was the chosen method. Data were collected using semi-structured interviews with eight women who self-identified as Black in executive director leadership roles in a nonprofit agency and who had experiences with colorism in the workplace. NVivo was used to analyze the data. Critical race theory and structure of colorism as the theoretical frameworks related to the color spectrum within the Black race regarding women who self-identified as Black. The study\u27s findings may support positive social change by bringing awareness that there is an emotional effect on women who self-identified as Black stemming from colorism. This study may assist counselors, education institutions, and human resources in resolving conflicts that might arise in the workplace

Colorism and Women Who Self-Identify as Black in Leadership Roles

AbstractWomen who self-identify as Black in executive director leadership roles in a nonprofit agency are still experiencing colorism in the workplace. Color-based bias, also called colorism, within the Black community centers on advantages and disadvantages for people of the same race. Colorism typically allows more benefits for lighter-skinned individuals who self-identify as Black than darker-skinned individuals who self-identify as Black. This study explored the lived experiences of women who self-identified as Black in executive director leadership roles in nonprofit agencies and who have experienced colorism (i.e., intragroup discrimination) in the workplace. The research question investigated the emotional effect on women who self-identified as Black in executive director leadership roles in a nonprofit agency that experienced colorism (i.e., intragroup discrimination) in the workplace. A basic qualitative research design using interviews was the chosen method. Data were collected using semi-structured interviews with eight women who self-identified as Black in executive director leadership roles in a nonprofit agency and who had experiences with colorism in the workplace. NVivo was used to analyze the data. Critical race theory and structure of colorism as the theoretical frameworks related to the color spectrum within the Black race regarding women who self-identified as Black. The study\u27s findings may support positive social change by bringing awareness that there is an emotional effect on women who self-identified as Black stemming from colorism. This study may assist counselors, education institutions, and human resources in resolving conflicts that might arise in the workplace