The Costs of Living as an Outsider Within: An Analysis of the Mentoring Relationships and Career Success of Black and White Women in the Corporate Sector

Abstract

Recent studies have acknowledged the critical role of mentoring relationships in the career success of women in organizations (Noe, 1988; 1988; Ragins, 1994). The emergence of studies of gender and mentorship has been particularly important as this research provides a necessary challenge to the traditional male-focused studies that characterize the mentoring literature. Yet studies of mentorship and gender have utilized racially and ethnically undifferentiated or unspecified samples (Scott, 1989). The samples have either been predominantly White (Ragins & McFarlin, 1990) or the racial composition is not communicated to the reader (Riley & Wrench, 1985). Comprehensive reviews on the topic of mentoring and gender make no mention of racial differences as a topic of importance in current research or as an item to be placed on the agenda for future research efforts (Noe, 1988; Ragins, 1994). In effect, within the mentoring and gender literatures, the voices of women of color have been excluded and unacknowledged, leaving a gap in the knowledge of the effects of race and gender on mentoring relationships. Bell, Denton and Nkomo (1993) suggested that future studies across racial/ethnic groups are needed to understand the relational aspects of women’s organizational experiences and outcomes. The purpose of this study is to begin exploring these gaps in the mentoring literature. Specifically, this study investigates the impact of race on mentoring and career success for women.