Class
Article
College
College of Humanities and Social Sciences
Department
English Department
Faculty Mentor
Christy Glass
Presentation Type
Oral Presentation
Abstract
While existing approaches to workplace stratification illuminate how relational and demographic processes impact workplace inequalities, little research has sought to disaggregate the experiences of professional women at the intersection of race and ethnicity. This study explores how workplace demography intersects with relationships among women to shape the experiences of women of color in professional careers. Relying on a mixed methods study of barriers to advancement among women lawyers, we find that the presence of women in an organization has no effect on the token pressures women of color experience in predominantly white-male organizations, however, it reduces the experience of racial bias, suggesting that while racial bias may decline with more workplace diversity, the challenges women of color face navigating professional careers are not addressed by increasing women’s representation. Our interviews findings suggest that women’s representation is insufficient for addressing the pressures of token status, reducing isolation, and providing workplace supports.
Location
Logan, UT
Start Date
4-11-2022 12:00 AM
Included in
Is Gender Diversity Enough? Exploring the Impact of Women’s Representation on the Professional Careers of Women of Color
Logan, UT
While existing approaches to workplace stratification illuminate how relational and demographic processes impact workplace inequalities, little research has sought to disaggregate the experiences of professional women at the intersection of race and ethnicity. This study explores how workplace demography intersects with relationships among women to shape the experiences of women of color in professional careers. Relying on a mixed methods study of barriers to advancement among women lawyers, we find that the presence of women in an organization has no effect on the token pressures women of color experience in predominantly white-male organizations, however, it reduces the experience of racial bias, suggesting that while racial bias may decline with more workplace diversity, the challenges women of color face navigating professional careers are not addressed by increasing women’s representation. Our interviews findings suggest that women’s representation is insufficient for addressing the pressures of token status, reducing isolation, and providing workplace supports.