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Barriers to Mentoring Women of Color for Corporate Leadership: Implications for Organizations
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Barriers to Mentoring Women of Color for Corporate Leadership: Implications for Organizations
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Dissertation
Barriers to Mentoring Women of Color for Corporate Leadership: Implications for Organizations
2018
Overview
Mentoring as a human capital development initiative is critical to leadership development for organizational sustainment. Previous research has identified that barriers to mentoring relationships for women of color in organizations exist, confirmed by the finding that a factor in barriers to corporate promotion for women is a lack of mentoring. This dissertation explores the implications that barriers to workplace mentoring relationships may have for organizations from the perspective of women of color. Findings suggest that barriers to mentoring relationships experienced and perceived by women of color have evolved in presentation or diminished since those found by previous research. This research also identified new barriers to mentoring relationships including those attributable to the misunderstanding and underutilization of human capital. Among the practical recommendations is that organizations should consider fostering a climate of mentoring as an approach to diversity and inclusion initiatives, as well as full employee engagement. Recommendations for future study include a similar study with a focus on a single firm or on other women of color.
