Degree

Doctor of Philosophy (PhD)

Department

School of Leadership and Human Resource Development

Document Type

Dissertation

Abstract

Despite their significant presence in the public sector workforce, Black women remain underrepresented in leadership roles and continue to face unique, intersectional challenges because of both their race and gender. This narrative study explored how Black women public sector leaders perceived the impact of leadership development programs on their ability to navigate and challenge systemic biases in the workplace. Semi-structured interviews were conducted with nine Black women leaders in social service agencies. All participants had at least three years of leadership experience and participated in leadership development programs within the past three years. Analysis revealed five key themes: (1) the inadequacy of mainstream leadership programs in addressing race and gender dynamics, (2) Black women leaders' necessary creation of self-directed development opportunities when organizational support failed, (3) strategic use of organizational expertise as a form of resistance, (4) emotional intelligence as a source of power in navigating biased environments, and (5) the importance of authentic leadership grounded in personal values. Findings indicate that standard leadership development programs systematically fail to address the unique intersectional challenges Black women leaders face, requiring them to supplement formal programs with self-directed initiatives and strategic relationship building. These findings offer actionable guidance for HRD professionals to redesign leadership development programs that better serve the needs of racially and gender-diverse leadership pipelines. Participants identified several crucial competencies for addressing workplace biases, including proactive self-development, strategic relationship building, and inner strength development. This research contributes to human resource development literature by amplifying the voices of Black women leaders and providing insights into the disparities between leadership development programming and lived experiences at the intersection of race and gender. The findings underscore the urgent need for leadership development programs that center intersectionality, equip leaders with tools for navigating systemic inequities, and affirm the identities and contributions of Black women in public leadership. They call for transformative changes in leadership development practices to explicitly acknowledge racial and gender dynamics, provide practical strategies for navigating systemic biases, and create more culturally responsive programs that support Black women's advancement in public sector leadership.

Date

5-20-2025

Committee Chair

Robinson, Petra

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