There is a lack of STEM (Science, Technology, Engineering, Math) talent for many organizations as we are experiencing the new wave of industrialization and changing demographics in the United States. Women of color in STEM provide an untapped pool of talent for organizations to leverage through recruitment, development, and retention strategies. This study looked at the similarities/differences of the barriers and supports STEM women leaders of color incur across multiple generations to gauge whether organizations have made deep or little impact for the advancement for women of color in STEM careers. A phenomenological approach was applied in interviewing 12 participants who met study criteria with questions shaped around self-efficacy, career considerations, organizational systematic barriers, and intergenerational differences. Results found that little impact has been made for women of color across different generations. Self-efficacy is a protective factor for women of color in STEM and strong support systems are attributed to their success. Career considerations are important and varied but should be looked through the lens of being integral for all employees, not just women of color. Organizational systematic barriers are very prevalent, especially around succession planning and professional development opportunities. There is often confusion and unknown rules and vices to advancing and being developed at organizations. Additionally, participants placed tremendous value on organizations embracing diversity and inclusion in both training and leadership. Finally, there was little evidence of intergenerational changes in regard to the work environment in particular. This is troubling as it points to a sedentary climate for women of color in STEM where their value can be undermined.
|Advisor:||Parker Williams, Charmon|
|Commitee:||Turnbull, Manika, Malayter, Maria|
|School:||The Chicago School of Professional Psychology|
|School Location:||United States -- Illinois|
|Source:||DAI-A 82/6(E), Dissertation Abstracts International|
|Subjects:||Organizational behavior, Ethnic studies, Womens studies, Occupational psychology|
|Keywords:||Career considerations, Emerging leaders, Generational, Self-efficacy, STEM, Women of color|
Copyright in each Dissertation and Thesis is retained by the author. All Rights Reserved
The supplemental file or files you are about to download were provided to ProQuest by the author as part of a
dissertation or thesis. The supplemental files are provided "AS IS" without warranty. ProQuest is not responsible for the
content, format or impact on the supplemental file(s) on our system. in some cases, the file type may be unknown or
may be a .exe file. We recommend caution as you open such files.
Copyright of the original materials contained in the supplemental file is retained by the author and your access to the
supplemental files is subject to the ProQuest Terms and Conditions of use.
Depending on the size of the file(s) you are downloading, the system may take some time to download them. Please be