Date of Graduation

12-2024

Document Type

Dissertation

Degree Name

Doctor of Education in Human Resource and Workforce Development (EdD)

Degree Level

Graduate

Department

Counseling, Leadership, and Research Methods

Advisor/Mentor

Maddox, James F.

Committee Member

Valandra

Second Committee Member

Niu, Yuanlu

Keywords

Black Women; Career Development; Human Resource Development; Intersectionality; Senior Leadership

Abstract

There is a gap in the literature when examining the intersectionality of race, gender, and class. There is additional distance when evaluating the impact each intersection has on the career development of Black Women (BW) in Fortune 500 companies. The purpose of this study was to use a qualitative approach to investigate how the intersectionality of race, gender, and class impact the career advancement of BW while also identifying perceived barriers, historical patterns of career movement, and organizational efforts to support the ascension of BW in senior leadership. The Systems Theory Framework of Career Development and Intersectionality Theory were examined and applied to understand the barriers and lived experiences of BW as they strive to advance in their careers. Due to defined criteria and limited Black women who occupy senior-level roles (Director and above), participants were selected using purposeful and snowball sampling. The findings indicated that intersectionality presents barriers such as bias, stereotyping, tokenism, limited high-visibility assignments, and restricted access to mentors and sponsors, leading to career stagnation. Despite these challenges, Black women are resilient and intentional in employing various coping mechanisms such as their faith, family, networks, and advanced education to navigate their intersectional barriers. The research contributes to leaders, organizations, and the field of HRD by examining how the combination of race, gender, and class creates unique career challenges for Black women. This study should empower organizations to increase BW representation in leadership roles, consider re-skilling leaders, create career pathways based on intersectionality, and incorporate leadership behaviors and competencies within their teams to promote a more inclusive and equitable work environment. Keywords: Corporate America, Fortune 500, Black women, Senior leadership, Intersectionality, Career Development, Classism

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