WORKPLACE GENDER INEQUALITY: ASSESSING INTERSECTIONAL BARRIERS EXPERIENCED BY WOMEN OF COLOUR IN REACHING UPPER MANAGEMENT POSITIONS IN THE WORKPLACE
Workplace gender inequality affects women of colour both due to their gender and their race. This poses significant challenges within organizations and hinders their progress towards achieving gender equity and diversity. This study aims at assessing intersectional barriers experienced by women of...
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| Main Authors: | , |
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| Format: | Article |
| Language: | English |
| Published: |
Federal University Wukari
2024-06-01
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| Series: | International Studies Journal |
| Subjects: | |
| Online Access: | https://wissjournals.com.ng/index.php/wiss/article/view/325 |
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| Summary: | Workplace gender inequality affects women of colour both due to their gender and their race. This poses significant challenges within organizations and hinders their progress towards achieving gender equity and diversity. This study aims at assessing intersectional barriers experienced by women of colour in attaining upper management positions in the workplace. Both Intersectionality and Black Feminist theories were adopted for the study. The findings show that women of colour - Hispanic or Latino, Asian, Black or African women, face unique challenges due to the double jeopardy of experiencing gender and racial discrimination simultaneously, which can hinder their progression to upper management positions and they are significantly underrepresented in senior leadership positions. They are also far less likely than others to be promoted to managers. They also experience glass ceiling, intersectional bias and stereotyping, as well as gender and racial biases; wider pay gap and lack of role models and mentors in the workplace. The study recommends the implementation and enforcement of robust diversity and inclusion policies, development and implementation of programs that provide equal opportunities for career advancement and leadership development for women of colour, ensuring transparent hiring and promotion processes to prevent bias and favouritism.
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| ISSN: | 2756-4649 |