African American Career Aspirations: Examining Racial Socialization and Internalized Racism

Brown, Danice L.; Segrist, Dan J.

doi:10.1037/e613492013-001

Cited by 11 publications

(18 citation statements)

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“…A number of studies has looked at the relationship between internalized racism and academic performance. Some studies (e.g., Brown, Rosnick, & Segrist, ; Brown & Segrist, ; Johnson, ; Morente, ; Robertson, ) suggest that internalized racism is related to lower career aspirations, lower valuing of education, lower academic self‐concept, and lower grades. However, some studies have also found no evidence that internalized racism and academic achievement are correlated (e.g., Aliciano, ; Harper & Harris, ).…”

Section: Resultsmentioning

confidence: 99%

Internalized Racism: A Systematic Review of the Psychological Literature on Racism's Most Insidious Consequence

David

Schroeder

Fernandez

2019

Journal of Social Issues

140

153

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Racism is often thought of as existing and operating at the interpersonal and institutional levels. One aspect of racism that has been relatively forgotten, however, is its internalized component: racism that exists and operates at the internalized level. Surprisingly, even psychology—the field that is arguably best equipped to study the internalized component of racism—seems to have lagged in investigating and addressing this construct. Thus, we conducted a systematic literature review of psychological work on internalized racial oppression to better understand what is currently known, what the recent surge in scholarship has contributed, and where the research and service gaps are in order to identify areas for future growth. Overall, psychological attention on internalized racism seems to be increasing, and there have been some exciting conceptual (e.g., cognitive behavioral conceptualization, moving toward “appropriated racial oppression”) and empirical (e.g., development of scales, correlates with mental health variables) developments. However, our review also revealed a need for more work that: (1) utilizes qualitative or mixed methods; (2) focuses on the experiences of different racial and ethnic groups; (3) investigates how internalized racism intersects with other forms of internalized oppression; (4) clarifies the connection of internalized racism with other theoretically similar phenomena; and (5) incorporates social justice and advocacy in clinical and community services to balance unequal power dynamics that perpetuate racism—the root cause of internalized racism.

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Section: Resultsmentioning

confidence: 99%

Internalized Racism: A Systematic Review of the Psychological Literature on Racism's Most Insidious Consequence

David

Schroeder

Fernandez

2019

Journal of Social Issues

140

153

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show abstract

“…It is important to recognize that Black professionals encounter racial bias (Cortina et al, 2017), and their experiences can lead to psychological distress through stereotype threat (Roberson et al, 2003) and other self-limiting mindsets (Brown & Segrist, 2016; Cole & Omari, 2003). By exploring the lived experiences of Black professional men and women in corporate America, this study identified how the participants practiced resilience through a series of coping and self-preservation strategies to navigate racial bias in the workplace.…”

Section: Resultsmentioning

confidence: 99%

“…Similarly, Cole and Omari (2003) stated that the cost of upward mobility for Blacks has a higher taxation than Whites, but the authors further explained that the extra work can lead to burnout or exhaustion, and result in emotional and psychological trauma to the extent that Blacks are unable to enjoy the success of their hard-work. Moreover, Brown and Segrist (2016) argued that the consistent uphill battle to prove their worth can lead some Black professionals to lower their career aspirations as a form of "acceptance" that recognizes the social and systemic limitations to advance their careers (p. 179). This study explored the resilience of high-achieving Black men and women by understanding how they endure these challenges in corporate America.…”

Section: Workplace Incivility In Corporate Americamentioning

confidence: 99%

Race-Conscious Career Development: Exploring Self-Preservation and Coping Strategies of Black Professionals in Corporate America

Sisco

2020

Advances in Developing Human Resources

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The Problem Corporations have maintained a history of operating as racialized social systems that contribute to racial divisions and inequities in the workplace. Despite this reality, there have been high-achieving Black men and women who have overcome limitations and unfavorable circumstances. In this study, resilience to racial bias in corporate America is explored through the lived experience of Black professionals by using a phenomenological research method. The Solution Race, racism, and workplace incivility are discussed in a conceptual framework to examine how racial bias still exists in the workplace and to contextualize the participants’ experiences. As a result of the findings, self-preservation and coping strategies are identified to provide insight into how the participants overcame social and racial barriers that influence their professional identities and career development in corporate America. The Stakeholders This research is intended to inform organizational leaders and career development researchers and specialists who are invested in the advancement of Black professionals and the communities they represent. This study also has implications for human resource developers and researchers who seek to minimize racial bias against Black professionals through racial discourse and race-conscious research.

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“…As noted throughout the chapter, aspirations are developmental and dynamic (Brown & Segrist, 2016;Coffman & Neuenfeld, 2014); as her environment and self-efficacy continue to shift, so may a girl's or woman's aspirations. Thus, when women see leadership behaviors as desirable behaviors, when they see those behaviors as consistent with their own self-images, when they believe they are prepared and have the capability to be leaders, and when they see the value of the impact they can make as leaders to be more important than the personal losses they believe they would suffer if they chose to be leaders, only then will women's aspirations for leadership increase.…”

Section: Resultsmentioning

confidence: 99%

“…Singer (1989) has thus described woman's aspirations to lead as a function of three important perceptions: (a) how she perceives leaders to behave (implicit leadership theory), (b) her self-efficacy related to her perceptions of these expected leadership behaviors, and (c) her evaluation of the benefits and costs of being in a leadership position. However, aspirations are WOMEN'S LEADERSHIP ASPIRATIONS 4 dynamic (Brown & Segrist, 2016;Coffman & Neuenfeld, 2014). Each of these perceptions is based on a woman's answers to a variety of questions she might ask herself at different times throughout her lifetime.…”

Section: Singer's Leadership Aspiration Modelmentioning

confidence: 99%

Women’s leadership aspirations

Devnew¹,

Austin²,

Ber³

et al. 2017

Handbook of Research on Gender and Leadership

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Although it is quite easy to identify women leaders, men continue to occupy the vast majority of leadership roles in the world. It has been argued that one of the reasons for this differential is women's aspirations for leadership are less than men's. Women's leadership aspirations are defined in this chapter as girls' and women's longing for and intentional seeking after a future that catalyze their visions, goals, or calling for themselves into reality, whether or not they use the term leadership to describe their aspirations. There is ample support for this hypothesis. While studying women managers in Australia, Ross-Smith and Chesterman (2009) found something they labeled "girl disease"; among its symptoms is the reticence of women managers to pursue or accept advancement. Ramakrishnan, Sambuco, and Jagsi (2014) observed that women often limit their options within medicine by the choices they make even before entering their careers. Shapiro, Ingols, O'Neill, and Blake-Beard (2009) found women's goals for success are not limited to those associated with career advancement, but also include work/life balance goals, being passionate about their work, and doing work that makes a difference. Even those who seek to be leaders sometimes eschew being

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African American Career Aspirations: Examining Racial Socialization and Internalized Racism

Cited by 11 publications

References 0 publications

Internalized Racism: A Systematic Review of the Psychological Literature on Racism's Most Insidious Consequence

Internalized Racism: A Systematic Review of the Psychological Literature on Racism's Most Insidious Consequence

Race-Conscious Career Development: Exploring Self-Preservation and Coping Strategies of Black Professionals in Corporate America

Women’s leadership aspirations

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