Keys to Success: Critical Events in the Career Development of African American Managers

Abstract

In an effort to explore the differentiating career experiences of African American and white managers at Company X, a multifaceted study was conducted in which managers of each racial/ethnic group were surveyed and a subset of those managers were interviewed about their developmental experiences inside the company. A four-person multiracial team of researchers analyzed the data from those surveys and interviews. The team coded data quantitatively and qualitatively. Results focusing on experiences of African American respondents revealed that (1) regardless of race, developmental assignments were cited most often as critical experiences in managers' career development; (2) African American managers identified proportionally fewer instances of developmental assignments than did white managers; (3) African American managers identified proportionally more career learning arising from interactions with other people in the organization than did white managers; and (4) African Americans dealt with developmental obstacles to career advancement related to race more than did white managers. The most frequently cited obstacles included slow advancement in the organization, career role-slotting, inordinately limiting feedback to African American women, and social isolation among African American men in the organization. Successful career development results when internal and external networks are established, cultural and racial professional and social support is institutionalized, and white male mentors are present and receptive. We conclude that, in spite of these obstacles, African American managers in our sample maintained high levels of performance, professionalism, and motivation to succeed.