A Phenomenological Qualitative Study on the Concrete Ceiling for Women of Color in the Workplace

Women of color leadership in American corporations has steadily declined in recent years. Historical and current research revealed issues such as sexism, racism, gender diversity, and lack of mentoring significantly prohibit or deny advancement opportunities. The barrier preventing ascension to upper-level managerial and C-suite status is difficult to visualize, penetrate, work around, or break through–a concrete ceiling. The problem is how do women of color overcome or eliminate this obstacle and what are the effects of such barriers on their lives? The goal of this phenomenological study was to explore the perceived social and economic impacts of the concrete ceiling on women of color. The study participants were four African American women in or aspiring to leadership in workplaces throughout the Washington, D.C. metropolitan area. Qualitative data was collected through email correspondence, telephone conversation, and recorded transcription. The emergent themes were race and ethnicity; health and wellness; supervisory changes; work environment; education and leadership; and be your own cheerleader! The implications resulting from this study revealed women of color present the same issues now as in the past. The caveat is the reluctance of women of color to voice their concerns in view of today’s political and social climate. While demonstrating a clear ability to fulfill requirements, women of color are stymied in their efforts by peers, associates, and supervisors who do not recognize or choose to overlook the true value women of color bring to leadership positions of American companies, businesses, corporations, and workplaces