Diversity, Equity, and Inclusion Commons^™

Overcoming Adversity With Resilience: A Phenomenological Examination Of African American Women Leaders Facing Microaggressions In Corporate Spaces, Dionne Trenise Johnson

Electronic Theses and Dissertations

African American women leaders in Fortune 500 companies experience persistent challenges of subtle yet pervasive systems of discrimination in the form of microaggressions that cause negative impacts to their psychological well-being, workplace performance, and career advancement. These women exhibit incredible resilience that enable them to thrive at work, mitigate mental health challenges, and navigate their careers successfully. However, unlike people who fall into either a racial minority group or a gender minority group, African American women experience compounded effects of microaggressions due to the intersection of their race and gender. As a result of microaggressions, these women experience impacts to …

A Phenomenological Study: Examining Organizational Change Initiatives Within The U.S. Army To Influence Racial Climate, Reginald Gerald Dash Ii

Electronic Theses and Dissertations

This research study was aimed at examining organizational change initiatives influencing the racial climate among African American soldiers in the United States (U.S.) Army. African Americans comprise a significant portion of the U.S. Army. However, African Americans’ significant contributions do not readily translate into “equal treatment”, which includes proportional representation at the highest levels of leadership. African Americans in the U.S. Army face career navigation challenges rooted in systemic racial division. The goal of this qualitative phenomenological study was to add African American soldiers’ voices to the existing literature by interviewing African American soldiers with at least five years of …

A Force To Be Reckoned With: Testimonios From Latina/E Senior Leaders Across Psychology Contexts, Sandra Bertram Grant

Electronic Theses and Dissertations

Latinas currently make up 76% of overall Latino/a/e participation in psychology (American Psychological Association, 2022); however, the numbers of Latinas in top echelon leadership positions are low (National Center for Education Statistics, 2021, 2022). Notedly, the information on the current state of Latine representation in the field of psychology is even more limited. The purpose of this qualitative study is to explore the testimonios of eight Latina/es regarding their professional development, decision making process, pursuit, and persistence in leadership positions, particularly within the field of psychology. This study is guided by Testimonio (Huber, 2009) as the methodological approach and analysis, …

The Effect Of Financial Disclosure Medium And Ceo Gender On Perceptions Of Overconfidence And Credibility, Sheryl Moriarty

Electronic Theses and Dissertations

I experimentally examine how investors react to an unexpected negative earnings announcement delivered using video versus audio by an overconfident female CEO versus an overconfident male CEO. The results show that the CEO's gender does not matter in terms of the delivery medium. I predict and did not find that CEO overconfidence is lower for a financial disclosure delivered by video as opposed to audio only. Further, the hypothesis that the perception of female CEO overconfidence is higher versus male CEO overconfidence was not supported. Overall, the participants in the study did not find either the male or the female …

Building A Model Of Campus Diversity: An Organization-As-The-Individual Based Approach, Ian Spencer Ray

Electronic Theses and Dissertations

Diversity is a vital concept when engaging with modern social science research and among higher education practitioners. Despite the pervasive discourse surrounding diversity, equity, and inclusion (DEI) initiatives, quantification of diversity remains a challenge across the social sciences. This study proposes a new conceptual framework, applies the framework to the quantification of diversity and measurement of its impacts. Further, this study demonstrates the robustness of the new conceptual framework alongside the positive impacts of diversity on institutional outcomes.

The Organization-As-The-Individual (OATI) framework arises from an integration of the social and biological sciences. The framework argues that humans, as biological organisms, …