Workplace challenges in corporate America: differences in black and white

Abstract

PurposeThis article aims to provide a qualitative analysis of the diversity management challenges of professionals in corporate America. A specific focus is on the differential outcomes of women and ethnic minorities and their equal employment opportunities in the workplace.Design/methodology/approachThis paper examined the workplace experiences of 42 African‐American and Caucasian men and women in corporate America. Semi‐structured interviews were held to discover diversity management issues unique to these groups.FindingsIt was found that challenges supported a priori assertions of organizational culture, discrimination/stereotyping, and human capital investments. Each of these challenges impacted members in qualitatively different ways that may account for the variability in work experiences and outcomes. While there were some consistent themes, the findings demonstrated significant within race and between gender differences.Research limitations/implicationsQualitative studies provide in‐depth information and a deeper understanding about phenomena which allows one to capture general themes that can be obscured in survey research. The intersection of race and gender provides unique findings that should be considered in future research. The use of self‐reported perceptual data without triangulation can limit the generalizability of the study but does provide a view in the language and emotion of the individual who is sharing his/her workplace experience.Practical implicationsThe findings demonstrate that diversity management practices need to consider race, gender, as well as multiple group memberships (e.g. African‐American women) which reveals unique issues to be addressed within organizational contexts. There are also differences within race, by gender, in the ways that individuals experience the workplace. The findings provide insight for managers to aid in diversity management and retention.Social implicationsRace is socially constructed and has a political rather than biological basis for determining it. Racial categories in one country which limit an individual's power, influence, freedom, and clout may be very different than categories in another country or political context. Because race is socially constructed, individuals may increase or lose power, privilege, influence and status as they move from one sociopolitical context/power structure in one country to another.Originality/valueThis research provides an additional lens through which to examine the workplace experiences of women and minorities to aid managers in deriving the maximum benefit in a diverse, well‐qualified labor force.