Date of Award

5-2025

Document Type

Thesis

Degree Name

Master of Science in Industrial and Organizational Psychology

Department

Psychology

First Reader/Committee Chair

Agars, Mark

Abstract

Women of Color (WoC) in corporate leadership experience distinct problems that stem from the intersection of race, gender, and class. Despite the extensive implementation of diversity, equality, inclusion, and accessibility (DEIA) policies in companies, these initiatives often emphasize quantitative metrics over genuine lived experiences. Many of the DEIA policies seem cosmetic and do not tackle the fundamental challenges faced by WoC such as the "glass ceiling," "sticky floor," and exclusion from sponsorship networks; how the lack of an intersectional approach in policy development might overlook the subtle biases. By placing the voices and lived experiences of WoC at the center, this study examined the disconnect between DEIA policy, workplace culture, and their effectiveness in facilitating the advancement of WoC in leadership roles by employing Intersectionality, Critical Race Theory (CRT), and Intersectionality-Based Policy Analysis (IBPA) as foundational frameworks. Semi-structured interviews were conducted with 11 WoC in leadership roles. Data from the interviews were analyzed using Reflexive Thematic Analysis (RTA) and Framework Analysis to identify patterns, themes, and systemic gaps. Findings revealed that while some DEIA efforts have contributed to positive change, many fall short due to weak leadership commitment, performative implementation, exclusion from sponsorship networks, and a lack of intersectional accountability. Participants emphasized the need for more meaningful action, including tailored mentorship, transparent promotion pathways, and leadership engagement rooted in equity. This study highlights the critical importance of centering lived experiences and adopting an intersectional lens to design more effective and inclusive leadership environments.

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