Black and white women managers: Access to opportunity

Abstract

This study explores the differing views of Black and

Exploring the experiences of women and migrant medical professionals in Swedish hospitals

“…However, all the doctors I interviewed experienced forms of marginalisation and exclusion at their workplace that were particularly articulated in relation to the role of informal networks in determining the possibility of career progression within the organisation. Research has shown that informal networks are central in the reproduction and maintenance of inequalities within organisations, including opportunities for career advancement, power and influence and the identification of career possibilities in the labour market (Combs, 2003;Hite, 2004). Similar to the existing research, the employees with whom I spoke also identified informal networks as central to the organisational selection processes.…”

Examining career success of minority and women emergency medical technicians (EMTs): A LEADS project

“…If so, HRD practitioners might focus development efforts on female EMT-paramedics to help them achieve objective career success. Also, issues related to the "double marginalization" of minority female EMT-paramedics could be explored (for example, Hite, 2004).…”

Where to now? Race and ethnicity in workplace learning and development research: 1980–2005

“…They also received lower performance ratings and were less satisfied with their careers than whites were. 1980-1989 1990-1999 2000-2006 Studies by Greenhaus, Parasuraman, and Wormley (1990) and Hite (2004) challenged the appropriateness of using gender research on career success to inform understandings of the impact of race on employees' experiences of career success. Hite (2004), based on her study of the views of black and white managerial women across the United States, challenges the use of research on gender to inform career development initiatives for black women.…”

“…1980-1989 1990-1999 2000-2006 Studies by Greenhaus, Parasuraman, and Wormley (1990) and Hite (2004) challenged the appropriateness of using gender research on career success to inform understandings of the impact of race on employees' experiences of career success. Hite (2004), based on her study of the views of black and white managerial women across the United States, challenges the use of research on gender to inform career development initiatives for black women. Consistently, significant differences exist between blacks and whites regarding perceptions of career opportunities (including promotions, choice assignments, and mentoring), with whites perceiving both blacks and whites as having the same career opportunities but blacks perceiving themselves as having fewer.…”