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

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

Nonsalaried Employees\u27 Careers: An Exploratory Study

This qualitative exploratory study investigated the career development experiences, concerns, and interests of hourly employees. The study, conducted in the USA, focused on satisfaction with work and careers and the potential role of career development activities in enhancing work life. Results revealed a range of needs and perspectives regarding career development and reinforced the importance of conducting further studies with this key population. While workplace research typically has highlighted managers and executives, hourly employees are essential to organizational output. Therefore organizations are urged to devote more attention to the career development of these often‐overlooked employees