Leveling the Playing Field for Women of Color in Corporate Management: Is the Business Case Enough?
A study was conducted in order to examine the unique experiences of African-American, Hispanic, and Asian-American women in business careers. A multi-phase research design included: a survey of professional and managerial women of color in 30 companies with 1735 survey responses; an analysis of nati...
| Authors: | ; |
|---|---|
| Tipo de documento: | Recurso Electrónico Artigo |
| Idioma: | Inglês |
| Verificar disponibilidade: | HBZ Gateway |
| Interlibrary Loan: | Interlibrary Loan for the Fachinformationsdienste (Specialized Information Services in Germany) |
| Publicado em: |
2002
|
| Em: |
Journal of business ethics
Ano: 2002, Volume: 37, Número: 1, Páginas: 103-119 |
| Outras palavras-chave: | B
Focus Group
B Individual Interview B Census Data B Survey Response B Research Design |
| Acesso em linha: |
Volltext (JSTOR) Volltext (lizenzpflichtig) |
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| 520 | |a A study was conducted in order to examine the unique experiences of African-American, Hispanic, and Asian-American women in business careers. A multi-phase research design included: a survey of professional and managerial women of color in 30 companies with 1735 survey responses; an analysis of national census data; qualitative analyses from 59 focus groups and 83 individual interviews; and diversity policy analyses at 15 companies. The study found that retention of women of color was positively correlated with supportive behaviors of supervisors. The authors argue that the financial business case for diversity, e.g., the cost of turnover, is necessary but not sufficient for developing and sustaining supportive relationships between supervisors and their women of color direct reports. | ||
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