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Diversity Management Programs and the Perceptions of Opportunities Available to Women of Color to Leadership Positions in Corporate America.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Diversity Management Programs and the Perceptions of Opportunities Available to Women of Color to Leadership Positions in Corporate America./
Author:	Williams, Nichole.
Description:	1 online resource (127 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 85-02, Section: A.
Contained By:	Dissertations Abstracts International85-02A.
Subject:	Womens studies. -
Online resource:	click for full text (PQDT)
ISBN:	9798380037549

Diversity Management Programs and the Perceptions of Opportunities Available to Women of Color to Leadership Positions in Corporate America.
Williams, Nichole.

Diversity Management Programs and the Perceptions of Opportunities Available to Women of Color to Leadership Positions in Corporate America. - 1 online resource (127 pages)

Source: Dissertations Abstracts International, Volume: 85-02, Section: A.

Thesis (D.B.A.)--Trevecca Nazarene University, 2023.

Includes bibliographical references

The research explores how diversity programs impact the advancement of women of color to leadership positions. Corporate goals will continue to challenge companies to create effective development programs. The problem addressed was that organizational diversity programs and practices were ineffective in widely propelling women of color into leadership roles in the workplace. The purpose of this case study was to explore why diversity programs were not creating additional leadership opportunities for women of color. Perspectives were gathered through 21 semi-structured interviews to identify strategies for advancement. The information provided new theories and knowledge. Data was collected confidentially using thematic coding. Triangulation was ensured through interviews, member checking, and document analysis. The findings indicated that diversity, equity, and inclusion professionals require transparency, clear goals and metrics, and leadership support for successful DEI initiatives. DEI professionals expressed leadership challenges with implementing diversity programs and the necessity of diversity initiatives to be tied to incentive packages. Women of color indicated a lack of diversity support and developmental opportunities, burnout, and the inability to be authentic while working. Leaders indicated being second-guessed, overperforming compared to their male counterparts, and fatigued. Recommendations include broadened criteria, additional research strategies, DEI implementation and developmental program reviews, and reviews on DEI inclusion across the organization.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798380037549Subjects--Topical Terms:

1372829
Womens studies.
Subjects--Index Terms:

Diversity equityIndex Terms--Genre/Form:

554714
Electronic books.

Diversity Management Programs and the Perceptions of Opportunities Available to Women of Color to Leadership Positions in Corporate America.
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502 $a Thesis (D.B.A.)--Trevecca Nazarene University, 2023.
504 $a Includes bibliographical references
520 $a The research explores how diversity programs impact the advancement of women of color to leadership positions. Corporate goals will continue to challenge companies to create effective development programs. The problem addressed was that organizational diversity programs and practices were ineffective in widely propelling women of color into leadership roles in the workplace. The purpose of this case study was to explore why diversity programs were not creating additional leadership opportunities for women of color. Perspectives were gathered through 21 semi-structured interviews to identify strategies for advancement. The information provided new theories and knowledge. Data was collected confidentially using thematic coding. Triangulation was ensured through interviews, member checking, and document analysis. The findings indicated that diversity, equity, and inclusion professionals require transparency, clear goals and metrics, and leadership support for successful DEI initiatives. DEI professionals expressed leadership challenges with implementing diversity programs and the necessity of diversity initiatives to be tied to incentive packages. Women of color indicated a lack of diversity support and developmental opportunities, burnout, and the inability to be authentic while working. Leaders indicated being second-guessed, overperforming compared to their male counterparts, and fatigued. Recommendations include broadened criteria, additional research strategies, DEI implementation and developmental program reviews, and reviews on DEI inclusion across the organization.
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