Abstract
ABSTRACTPurpose. The purpose of this qualitative phenomenological study was to examine the
lived experiences of Latina mothers, and how they overcame barriers and challenges —
both personally and professionally — in their trajectory to C-suite leadership.
Theoretical Framework. Intersectionality theory was the framework used to reveal the
intersectionality of Latina mothers in examining the struggles of Latina mothers
occupying multiple roles in their professional journeys amidst the inequality in
contemporary U.S. society. Intersectionality is where one’s uniqueness of marginalized
identities becomes intertwined.
Methodology. To answer the how behind intersectionality in a Latina mother’s trajectory
to leadership, the qualitative, phenomenological research design provided an efficient and
effective way to understand the phenomenon, directly communicating with the
participants, and obtaining first-hand experience from individuals who lived through the
phenomenon.
Findings and Conclusion. The data and subsequent analysis suggest that barriers of
intrinsic feelings of inadequacy and lack of representation and support are influenced by
cultural influence in early childhood, cultural and societal expectations of Latina women,
balancing domestic and professional roles, and maternal guilt. Data identified
mentorship, inclusive networking, and supportive spouses as strategic approaches to
overcoming barriers. Lastly, the study identified the intersection of personal attributes
that emerged in the journey.
Recommendations.
It is critical to further explore this study with a focus on Latina mothers across all
leadership levels. Expanding the research could identify additional barriers that present
themselves during initial entry into the workforce. Further research could aid in
understanding what barriers still exist, and at which career stage they have lasting
implications. Additionally, supplementary strategies may be identified, promoted, and
implemented to increase leadership mobility for Latina mothers as leaders — creating a
wider path to executive, C-Suite leadership.