Date of Graduation

Spring 5-2024

Document Type

Dissertation

Degree Name

Doctor of Education (Ed.D.)

College/School

School of Education

Department

Leadership Studies

Program

Organization & Leadership EdD

First Advisor

Dr. Desiree Zequera

Second Advisor

Dr. Devanshi Unadkat

Third Advisor

Dr. David Donahue

Fourth Advisor

Dr. Jane E. Bleasdale

Abstract

In the Fortune 500 organizations, a robust survey illuminates the diverse experiences of women of color, framed within theoretical frameworks such as Critical Feminist Theory (CFT), Social Capital Theory, and Community Cultural Wealth. Of 141 responses, 102 participants, representing various racial backgrounds, provide insights into corporate landscapes. Their positions range from mid-level to executive roles, showcasing a holistic view of organizational hierarchies. Remarkably, approximately 70.59% engage in formal mentorship programs, highlighting its profound impact on career development.

Assessing the effectiveness of tailored mentorship initiatives, the research emphasizes their transformative power in confronting oppressive corporate norms, drawing from insights provided by CFT. By integrating anti-bias training and prioritizing research, these initiatives ensure inclusivity and targeted support for different racial and ethnic groups, informed by Social Capital Theory and Community Cultural Wealth.

The statement of the problem is clear: women of color face significant barriers in Fortune 500 organizations, particularly in accessing quality mentorship programs, echoing the tenets of CFT. Limited mentorship opportunities hinder their career growth, highlighting the need for effective strategies to empower them within corporate settings.

Key metrics unveil perceptions of mentorship programs and challenges faced within them, informed by the lens of CFT. While over 65% disagree that these programs confront corporate structures, insights underscore the need for addressing the neglect of intersectional identities, vital for inclusive mentorship experiences, resonating with the principles of Social Capital Theory and Community Cultural Wealth.

Ways in which women of color engage with mentorship programs within oppressive contexts are explored, emphasizing the importance of tailored mentorship initiatives in empowering them, informed by the theoretical frameworks of CFT, Social Capital Theory, and Community Cultural Wealth. These programs foster inclusivity and equal advancement opportunities, with recommendations for further research on implementing intersectionality.

Empowering women of color in corporate settings through tailored mentorship initiatives necessitates understanding the organization's DEI policies and prioritizing fairness and equity by corporate leaders, reflecting the principles of CFT and Social Capital Theory. Insights from additional data underscore the need for addressing systemic biases and power imbalances for a more inclusive professional landscape, informed by the theoretical perspectives of CFT, Social Capital Theory, and Community Cultural Wealth.

In conclusion, fostering diversity and inclusion in corporate environments through tailored mentorship initiatives is imperative, grounded in the theoretical frameworks of CFT, Social Capital Theory, and Community Cultural Wealth. Mentorship serves as a catalyst for overcoming biases and fostering inclusivity, yet addressing systemic biases and discrimination remains urgent. Understanding intersectionality, as highlighted by CFT, is essential for crafting effective mentoring programs, ultimately creating environments where all employees feel valued and empowered.

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