Abstract
Purpose. The purpose of this autoethnographic study was to explore the intersection of social identities and systems of oppression as it relates to Black professionals, specifically Black women, and the journey to executive leadership in corporate America.
Theoretical Framework. Critical race theory and Kimberlé Crenshaw’s theory on intersectionality were used to expand on the discrimination associated with race and gender. Patricia Hill Collins’s Black feminist thought was also used to describe the four domains of power: structural (organizes oppression in society), disciplinary (manages oppression in society), hegemonic (justifies oppression in society), and interpersonal (routines perpetuate oppression in society). This structure showcased how, due to the intersection of race and gender, African American/Black women experience unique forms of bias and discrimination in the workplace/corporate setting.
Methodology. The method for this study was autoethnography. This approach allowed the researcher to describe and analyze subjective experiences, which requires deep reflection on the experience and one’s internalized reaction to it. This method also assisted in creating awareness of an often overlooked cultural experience for Black professionals in the workplace.
Findings and Conclusion. This study explored how race and gender affect power dynamics, resource distribution, and overall workplace interactions. It untangled the complex interplay among societal, historical, and systemic contexts and the experiences of one individual from diverse racial and gender backgrounds. The study was designed to provide insights into intersectionality, systemic inequities, and their implications for resource access, ultimately contributing to a more equitable and supportive workplace. Findings included the importance of actively making and following plans, understanding one’s value as an employee, speaking up about important matters, and fostering psychological safety and courage for positive change in the corporate world.
Recommendations. The study indicated several paths for future research. First, the participant pool should include the diverse voices of Black women, comparing their experiences with those from other backgrounds to understand how race and gender intersect in the workplace. Additionally, exploring the experiences of Black men and comparing them across different backgrounds would provide valuable insights. Diversifying across age, location, tenure, and occupation would capture the complexities shaping the professional landscape.