D.B.A.  Baker College (Michigan), 2023.
Specialization:  Business administration

Factors that lead to the underrepresentation of African American women in CEO level roles
138 pages. UMI #: 30528124
Citation, Abstract & Full text in ProQuest Dissertations & Theses Database

Despite antidiscrimination laws, advancements for minorities, and affirmative action policies, African American women remain underrepresented in CEO level roles. The purpose of this qualitative case study was to gain relevant insight and perspective on the factors that limit the number of African American women who obtain corporate American CEO level positions. Self-efficacy, glass ceiling, concrete ceiling, and transformational leadership make up the conceptual framework of the study. Three research questions were established to understand the precipitating factors that affect African American women’s career progression journeys. The research population consisted of 104 African American female leaders who make up the membership of an African American female sorority located in the Midwest Region. Virtual interviews with 12 African American female leaders who possess a bachelor’s degree or higher were conducted and recorded using the Zoom platform. Data analysis was performed to develop themes for each research question. The data analysis process included member checking to ensure accuracy and integrity of the results. The interviews were recorded and transcribed by the researcher. Lack of self-efficacy, unfair-hiring practices, stereotyping, exposure to senior leadership, and diversity metrics were key themes that emerged. Establishing diversity metrics could help hold organizational leaders accountable for building a culture that supports career progression of all employees. Organizations could also implement a pay for performance model that includes rewarding and compensating leaders based on their performance against established diversity metrics. Dismantling systems and processes that benefit one group of colleagues while negatively impacting another could assist organizations in removing barriers that hinder career progression of African American female leaders. Intentional exposure to senior leaders and appropriate mentor/mentee relationships could help increase the number of African American female senior leaders. Additional research focused on nepotism and imposter syndrome could provide valuable insight for organizational leaders on the factors that limit the career progression of African American women. Replicating this study with a larger sample size that includes representation from a more diverse group of industries may provide additional data that could help create a more diverse workforce.

• Peggy Houghton, Ph.D.
• Susan Cathcart, Ph.D.
• Ramona Pollard, Ph.D.