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Focus areas included power and influence, supervisor relationships, leadership skill practice, commitment, organizational climate and culture, hiring and promotion practices, employee engagement, and teamwork. Hand-coded data revealed seven themes and supports recommendations for further research.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/research-report/","Research & 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Roles: Creating a Leadership Shadow  \nTanea Young, DBA  \nBellevue University  \nAbstract  \nThis study investigates why African American women, through the years, despite challenges have been able to succeed in leadership positions within corporate America. The purpose of this phenomenological, qualitative study was to examine the leadership experience of 10 African American women, how African American women have been able to navigate their careers and be promoted to leadership roles, their journey, and the impact equity and equality had on their careers. Specifically, what knowledge and skills related to power and influence, relationship with supervisor, leadership skill practice, commitment, climate, culture, hiring, promotion practices, employee engagement, and teamwork impacted their journey. Participants were asked to voluntarily participate in the study, answering 15 questions through 60min interviews. The data was then collected utilizing the hand coding method ensuring the participant identity was anonymous. Although the participants had different experience, they can be summarized in seven themes; power and influence are subjective, sponsors make a difference, education and training matter, level of commitment will change, cultural diversity matters, and recruiting and engagement are essential. The study highlights factors that helped support the success of African American women while identifying areas of improvement and future recommendations for further research.  \nKeywords: African American leaders, African American woman corporate America, race in corporate America, African American woman employee engagement, African American lives matter, African American woman and COVID 19  \nIntroduction  \nAfrican Americans represent 13.6% of the total population, and 52% of that is African American women (U.S. Census Bureau, 2021) . Specifically, African American women represent the highest number of women in the labor force, as of 2019, African American women represented 60.5% of the total labor compared to white women at 56.8%. However, in 2021 African American women only held 4.4% of the total management positions, despite being 13% of the total female population (U.S. Census Bureau, 2021) . Comparing the 4.4% of total management positions held by African American women to white men holding 82.2% and white women 40.9%(U.S. Bureau of Labor Statistics, 2022) represents a significant difference. White women are still 4.5 times more likely to hold a leadership position, and white men are nearly eight times more likely than African American women, according to the State of African American women (2020) . For every 100 men promoted to a manager position, only 58 African American women were promoted, based on these trends, it would take African American women 95 years to catch up to the number of men in leadership roles (State of African American Women, 2020) . As these African American women have navigated corporate America to obtain leadership positions, this qualitative study will examine the framework according to Beckwith et al. (2016) . The framework focused on power and influence, relationship building, the practice of leadership skills, commitment to the organization, climate and culture, hiring practices, employee engagement, and teamwork within an organization (Beckwith et al., 2016) .  \nAfrican American women play a vital role in corporate America, businesses that promote a more ethnically diverse executive team are 33% more likely to outperform their counterparts on profitability (Pace, 2018) . The African American women that have successfully reached a leadership role have broken the “glass ceiling” in their careers and have done so by focusing on these categories; power and influence, relationships building, the practice of leadership skills, commitment to the organization, climate and culture, hiring practices, employee engagement, and teamwork within an organization (Bec","cbCaidckHDE9Q6kE","https://ap.wps.com/l/cbCaidckHDE9Q6kE","pdf",260806,28,"English","# Abstract\n# Introduction\n## Leadership experience framework and key factors\n## Representation and barriers in corporate leadership\n## Research purpose and significance\n## Research method and interview-based findings","[{\"question\":\"What is the main purpose of this study on African American women in corporate leadership?\",\"answer\":\"The study examines how African American women navigate their careers, gain promotions, and experience leadership, with attention to the impact of equity and equality on that journey.\"},{\"question\":\"What factors were investigated to explain participants’ leadership paths?\",\"answer\":\"The study explores power and influence, supervisor relationships, leadership skill practice, commitment, organizational climate and culture, hiring and promotion practices, employee engagement, and teamwork.\"},{\"question\":\"How were interview data analyzed, and what major themes emerged?\",\"answer\":\"Data from 60-minute interviews were collected using hand coding and summarized into seven themes, including the roles of sponsors, education and training, commitment, cultural diversity, and recruiting and engagement.\"}]","African American Women in Corporate Leadership Roles - Creating a Leadership Shadow | PDF",71]