Black and White Women Managers: Access to Opportunity

This study explores the differing views of Black and White female managers regarding access to key career opportunities for White women and women of color. Items addressed include access to hiring, promotions, key assignments, salary increases, acknowledgment for work, and mentors. Access to each is described by comparing White women and women of color to one another, to White men, and to men of color. Chi-square analyses of survey responses from the 276 U.S. participants showed that most of the White respondents consistently perceived equal access to career opportunities for women of color. In contrast, most of the Black participants indicated that disparity exists in career opportunities available to women of color compared to White men and women. The implications of these results are discussed

A STUDY OF DOCTORAL STUDENTS COMPARED BY GENDER AND TYPE OF FIELD OF STUDY ON FACTORS OF ROLE CONGRUENCE, PERCEIVED SUPPORT FROM FACULTY, AND PERCEIVED SUPPORT FROM PEERS

The purpose of this study was to compare the perceptions of female doctoral students in traditional, androgynous, and non-traditional fields of study with those of their male counterparts regarding role congruence, support from their faculty members, and support from their peers. The relationship between gender or type of field of study or both and the three factors also was studied. In April of 1982, 692 copies of a survey developed by the researcher were mailed to female doctoral students enrolled in 27 fields of study at Purdue University and to a stratified weighted sampling of male doctoral students enrolled in the same fields of study. The fields of study were designated as traditional, androgynous, and non-traditional. The return of 538 surveys yielded a response rate of 77.7 per cent. Analyses of the data revealed no interaction between gender and type of field of study regarding role congruence, perceived faculty support, and perceived peer support. However, the results did suggest two gender effects and two field of study effects. The gender effects indicated that regardless of field of study, males report more role congruence and perceive more support from their faculty members than do females. The field of study effects indicated that regardless of gender, students in traditional fields of study perceive the most faculty support while students in androgynous fields perceive the least, and that students in non-traditional fields of study perceive the most peer support while students in traditional fields perceive the least. Hypotheses about these results and recommendations for further research are included

Perceptions of Racism and Illusions of Equity

Purpose – The purpose of this study is to address an under-represented aspect of the literature on gender and work – how Black and White women managers perceive the influence of racism in the workplace. Design/methodology/approach – Data were gathered using a survey instrument and compared using ?2 analyses. Theoretical constructs of aversive racism, White racial identity, and White privilege frame the discourse and the proposed model. Findings – Compared to their White counterparts, more Black respondents perceived racism in their workplaces, were supportive of affirmation action, and saw racial as well as gender disparities in work effort required for success. In contrast, many White participants did not perceive workplace racism, saw little need for affirmative action initiatives, and seemed to hold an illusion of equity regarding work effort. Research limitations/implications – One is a small response percentage for Black participants. Two, members of the organizations selected may not be representative of the general population. Future research should be conducted within organizations and include other under-represented groups to guide organizational responses to combined race/ethnicity and gender concerns. Practical implications – Even well-meaning White women may be perpetuating racial inequities and inadvertently hurting their sisters of color by not acknowledging the pervasive influence of race on gender experience. Similarly, if organizations address only gender issues and do not acknowledge the additional constraints of race for women of color, careers of talented women and organizations that need their expertise will suffer. Originality/value – The perceptions of racism model suggests potential antecedents for the illusion of equity perceived by White respondents