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Abstract

Problem

As the United States continues to advance to become a majority minority workplace, there is a need to support the development and career progression of women of color. Most leadership research on women is based on the prototypical White man and woman leader with the assumption those findings are applicable to all people and women. However, it is likely that women of color, due to their intersectional identities of race or country of origin, gender, and socio-economic class, differ from those of White men and women as their unique intersecting minoritized identities are considered to act as multipliers of disparate treatment and inequities.

Solution

Thus, we propose to use an intersectional framework to examine how women of color enact leadership and the human resource development (HRD) practices which promote these women’s learning, development, and career progression.

Stakeholders

This review benefits HRD scholars and practitioners who study the leadership.

Keywords

career progression executives leader leadership leadership development intersectionality women of color women

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Preface: Women of Color and Leadership

Abstract

Problem

Solution

Stakeholders

Keywords

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References