Abstract
ABSTRACT
Purpose. The purpose of this qualitative descriptive study was to explore the experiences that contributed to the retention of Black, Latina, and Native American (BLNA) women in technology jobs in the United States for one year or more.
Theoretical Framework. The Job Embeddedness (JE) concept, which conceptualizes retention through six dimensions—on-the-job and off-the-job fit, links, and sacrifices—that influence employees' decisions to remain, guided the study. Applying Job Embeddedness enabled a holistic examination of the unique, interconnected experiences that shape BLNA women's choices to stay in their roles.
Methodology. This study employed a qualitative descriptive design. The sample consisted of eight Black and Latina women in U.S. technology roles who had been employed for one year or longer; no Native American women participated. Participants completed an online demographic survey and an asynchronous, video-recorded interview. Thematic analysis was used to develop themes from these data.
Findings and Conclusion. Four themes emerged from the findings: Support the Complexity of Personal and Professional Needs; Amazing and Affirming Workplace Relationships; Invest Funding and Dedicate Time to Learning and Training Opportunities; and Engage and Act on Employees' Voices.
Recommendations. Organizations can improve retention by holistically supporting BLNA women's personal and professional needs through data-informed reviews of compensation, benefits, and promotional practices. This support includes offering flexible, hybrid, and remote work options; cultivating a family-first culture; and providing networking and mentorship opportunities. Supporting and affirming relationships with managers and colleagues through team-building activities, identity-focused manager training, and reflective practices increases BLNA women's likelihood of staying. BLNA women emphasized the necessity of organizationally funded dedicated time during business hours for professional development to support their retention. Additionally, inviting BLNA women to co-create systems for experiential data collection and analysis is essential as such systems include empowered employee resource groups (ERGs), routine climate surveys, structured employee development plans, and formal recognition mechanisms. Further research is needed on the experiences of Native American and Latina women in the technology sector to inform culturally responsive retention strategies, as well as on BLNA women's preparation, access, retention, and advancement in the artificial intelligence sector.