Networks of Corporate Women of Color _ Academy of Management presentation 2006


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This presentation summarizes different networking strategies employed by African-American, Hispanic, and Asian-American women in corporate America.

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Networks of Corporate Women of Color _ Academy of Management presentation 2006

  1. 1. Women of Color and Informal Networks Academy of Management Conference August, 2006 Katherine Giscombe, Ph.D. Senior Director, Catalyst
  2. 2. Women of Color in Corporate Management: Barriers to Advancement Lack of Networking Opportunities % of Respondents Rating The Barrier as Important (To some/ great/ very great extent ) Lack of Mentor/sponsor Lack of Same-Race Role Models Lack of High visibility Assignments
  3. 3. Informal Networks and Women of Color (WOC) <ul><li>Approaches to networking </li></ul><ul><li>Blending in: Networking with those in power (i.e., white, male, colleagues at work) </li></ul><ul><li>Separating: Networking with similar others (in terms of race/gender, and those outside the work environment) </li></ul><ul><li>Relationships between networking approaches and outcomes (promotion rate and commitment to the organization? </li></ul>
  4. 4. Approaches to networking among Women of Color <ul><li>African-American Women </li></ul><ul><li>Separating: Networks high in other African-Americans, particularly African-American women </li></ul><ul><li>Latinas </li></ul><ul><li>Some separating and Blending in: Networks high in whites, but have relatively more women than men </li></ul><ul><li>Asian women </li></ul><ul><li>Blending in: Networks high in whites and men </li></ul>
  5. 5. What networking approach linked positively to commitment? <ul><li>African-American Women and Latinas: Blending in </li></ul><ul><ul><li>Only in terms of the presence of company colleagues </li></ul></ul><ul><li>Suggests the role of workplace colleagues in socializing those in marginalized groups </li></ul>
  6. 6. What networking approach linked positively to promotion? <ul><li>African-American Women: Separating </li></ul><ul><ul><li>Presence of other African-American women </li></ul></ul><ul><li>Asian Women: Blending in </li></ul><ul><ul><li>Presence of whites and company colleagues </li></ul></ul><ul><li>Latinas: Neither </li></ul>
  7. 7. Workplace Exclusion Perception of High Workplace Exclusivity 42% 27% 21% African-American Women Asian Women Hispanic/Latina
  8. 8. Implications <ul><li>Asian women appear to be able to leverage the presence of whites in networks </li></ul><ul><li>African-American women appear to succeed without being accepted as insiders </li></ul>
  9. 9. Further Questions / Challenges Raised by the Results <ul><ul><li>Heterogeneity of Latinas as possible reason for lack of promotion rate findings </li></ul></ul><ul><ul><ul><li>How is ‘heterogeneity’ defined? </li></ul></ul></ul><ul><ul><li>Reactions of progressive Asian women report reviewers – ‘We have not assimilated!’ </li></ul></ul><ul><ul><li>Are African-American women’s networks homogenous primarily because of push or pull factors? </li></ul></ul>