Latinas and black women: key factors for a growing proportion of the US workforce

Abstract

PurposeTo compare and contrast the experiences, challenges, and career mobility of black women and Latinas in the workplace.Design/methodology/approachExtant literature and data from the US Census Bureau, the US Department of Labor, the Pew Hispanic Research Center, and other relevant repositories were used to assess the workforce participation, education, and income for women of color. Specifically, their representation in organizational positions was examined, considering historical and social influences that affect this representation. Relevant human capital theory (HCT) was applied to consider its predictive power for outcomes of black women and Latinas in the workplace.FindingsAlthough women of color are increasing proportions of all women in the US labor force, equal opportunity legislation (now in its fifth decade) has improved their status less than would be expected by their education and workforce participation. HCT does not adequately explain the experiences of Latinas and black women.Practical implicationsBeing aware of barriers that black women and Latinas face in the workplace will prevent organizations from devaluing a growing segment of workers and help them compete in an increasingly competitive market.Originality/valueWhile black women and Latinas are the most numerous women of color in the US workforce, the relatively small amount of research on women of color, particularly Latinas, remains a gaping hole in the field. Thus, the value of this article is that it adds to the literature on the workplace experiences of an important segment of the US population.

Making sense of women as career self‐agents: Implications for human resource development

“…McDonald and Hite (2008) speak to the responsibility of HRD to offer career development programs that encompass an advocacy role for groups that are typically underrepresented or ignored in terms of understanding their career journeys. Although some scholars have looked at the career experiences of women of color (Cocchiara, Bell, & Berry, 2006;Kamenou & Fearful, 2006), further research on women of color is needed in order to avoid the "whitewash dilemma" (Betters-Reed & Moore, 1992). Some scholars (Emslie & Hunt, 2008;Hite & McDonald, 2003;Lautsch & Scully, 2007) have identified the additional burdens of employees in low-wage jobs.…”

Perceived compensation discrimination against physically disabled people in Andalusia

“…Similarly, Alkadry and Tower (2006) found that among women and men in similar positions in an organisation and in the same field of work, compensation differences occur for various reasons, including gender. Cocchiara, Bell, and Berry (2006) analysed the salary gap among Latina women and black women compared to white men and men of the same ethnic group. In both cases, women with the same training as the men had lower salaries.…”

Black Americans and Interracial Marriage: A Focus on Black Women

“…And of the 181,000 with doctorate degrees, 79,000 (43.6%) were women and 102,000 (56.4%) were men (p. 138). Cocchiara and Bell (2006) point out that at least 30% of Black women and 21% of Black men, respectively, work in management and professional positions, the top job category in the United States (p. 277).…”