Career Progression of Women of Color in IT

Publication Date

3-8-2025

Start Date

3-8-2025 3:15 PM

End Date

3-8-2025 3:45 PM

Presentation Type

Research Presentation

Showcase Track

Organizational Development in Leadership (ODIL )

Abstract

The research proposal titled “Career Progression of Women of Color in IT (WOCIT)” focuses on the barriers and challenges the WOC in the IT industry face and the strategies used to navigate through the system to climb up the corporate ladder. The study aims to address a significant challenge faced by WOC in IT: the barriers to career progression, such as discrimination, microaggressions, and glass ceiling, despite their qualifications and skills (Mandakini & Sangarandeniya). The study seeks to explore the lived experiences of WOCIT at different levels within the organizational hierarchy, focusing on two groups: 1) those in leadership positions, such as managers and directors, and 2) those in intermediate positions with similar experience levels. By comparing these two groups, the research aims to reveal why some WOCIT succeed in advancing their careers while others face difficulties.

Exploring theories on gender and racial inequities and the theories to overcome such barriers leads to a clear focus of the study. Intersectionality Theory, proposed by Crenshaw (1989), helps in understanding discrimination based on overlapping social identities like gender, race, socioeconomic status, sexual orientation, etc., in a professional work environment. Critical Race Theory analyzes how systemic racism influences employee behaviors and creates bias and barriers to career advancement (Delgado & Stefancic, 2017). Person Perception Theory can be useful for identifying WOCIT’s perceptions of themselves and of their leaders (Fiske & Taylor, 2017). Psychological Safety Theory can be useful in understanding WOC’s perspectives on workplace pressure, safe work culture, and its influence on career progression (Edmondson, 1999). Finally, Social Capital Theory shows how professional networks provide access and opportunities for career advancement (Bourdieu, 1986). By integrating these theoretical frameworks, the study aims to create actionable strategies for WOCIT’s career progression.

Participants for this study are self-identified females belonging to historically marginalized or underrepresented racial and ethnic groups such as African American, Hispanic or Latina, Asian, Pacific Islander, Indigenous, Middle Eastern, and multiracial women who are commonly defined as Women of Color (WOC). The sampling frame is the entire population of women of color working in any IT company across the USA. The study will involve 40-50 WOC working in intermediate and lead roles within IT companies across the USA. The participants will be chosen based on these characteristics of interest: 1) identified as female, 2) belonged to a minority ethnicity, and 3) working in IT in an intermediate or lead role. The best option for this exploratory study is non-probability sampling since the participant selection will be non-random (Pajo, 2018, p. 146). Because there are specific traits of interest required in the population, a suitable sampling method is Purposive Homogeneous Sampling (Pajo, 2018, p. 144).

Participants will be recruited through professional networks like LinkedIn based on their gender, ethnicity, and experience level in IT. Data collection will be done through semi-structured interviews to obtain individuals’ personal insights into career progression barriers and in-depth perspectives on inclusive leadership practices. Interviews are planned to be conducted via Zoom, ensuring no geographical restrictions for the participants and accurate transcribing for analysis. Data analysis will be done using Atlas.ti or Maxqda software for coding and thematic analysis to identify patterns connecting inclusive leadership practices and career progression.

The study aims to provide actionable recommendations to support the career progression of underrepresented groups in other industries as well.

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Mar 8th, 3:15 PM Mar 8th, 3:45 PM

Career Progression of Women of Color in IT

The research proposal titled “Career Progression of Women of Color in IT (WOCIT)” focuses on the barriers and challenges the WOC in the IT industry face and the strategies used to navigate through the system to climb up the corporate ladder. The study aims to address a significant challenge faced by WOC in IT: the barriers to career progression, such as discrimination, microaggressions, and glass ceiling, despite their qualifications and skills (Mandakini & Sangarandeniya). The study seeks to explore the lived experiences of WOCIT at different levels within the organizational hierarchy, focusing on two groups: 1) those in leadership positions, such as managers and directors, and 2) those in intermediate positions with similar experience levels. By comparing these two groups, the research aims to reveal why some WOCIT succeed in advancing their careers while others face difficulties.

Exploring theories on gender and racial inequities and the theories to overcome such barriers leads to a clear focus of the study. Intersectionality Theory, proposed by Crenshaw (1989), helps in understanding discrimination based on overlapping social identities like gender, race, socioeconomic status, sexual orientation, etc., in a professional work environment. Critical Race Theory analyzes how systemic racism influences employee behaviors and creates bias and barriers to career advancement (Delgado & Stefancic, 2017). Person Perception Theory can be useful for identifying WOCIT’s perceptions of themselves and of their leaders (Fiske & Taylor, 2017). Psychological Safety Theory can be useful in understanding WOC’s perspectives on workplace pressure, safe work culture, and its influence on career progression (Edmondson, 1999). Finally, Social Capital Theory shows how professional networks provide access and opportunities for career advancement (Bourdieu, 1986). By integrating these theoretical frameworks, the study aims to create actionable strategies for WOCIT’s career progression.

Participants for this study are self-identified females belonging to historically marginalized or underrepresented racial and ethnic groups such as African American, Hispanic or Latina, Asian, Pacific Islander, Indigenous, Middle Eastern, and multiracial women who are commonly defined as Women of Color (WOC). The sampling frame is the entire population of women of color working in any IT company across the USA. The study will involve 40-50 WOC working in intermediate and lead roles within IT companies across the USA. The participants will be chosen based on these characteristics of interest: 1) identified as female, 2) belonged to a minority ethnicity, and 3) working in IT in an intermediate or lead role. The best option for this exploratory study is non-probability sampling since the participant selection will be non-random (Pajo, 2018, p. 146). Because there are specific traits of interest required in the population, a suitable sampling method is Purposive Homogeneous Sampling (Pajo, 2018, p. 144).

Participants will be recruited through professional networks like LinkedIn based on their gender, ethnicity, and experience level in IT. Data collection will be done through semi-structured interviews to obtain individuals’ personal insights into career progression barriers and in-depth perspectives on inclusive leadership practices. Interviews are planned to be conducted via Zoom, ensuring no geographical restrictions for the participants and accurate transcribing for analysis. Data analysis will be done using Atlas.ti or Maxqda software for coding and thematic analysis to identify patterns connecting inclusive leadership practices and career progression.

The study aims to provide actionable recommendations to support the career progression of underrepresented groups in other industries as well.