Janice Witt Smith

THE INFLUENCES OF GENDER, RACE AND ETHNICITY ON WORKPLACE EXPERIENCES OF INSTITUTIONAL AND SOCIAL ISOLATION: AN EXPLORATORY STUDY OF UNIVERSITY FACULTY

ABSTRACT Racial and ethnic minorities and women in the professoriate have already achieved a level of career success to overcome obstacles and negotiate the educational process. Still, their experiences differ from their white male counterparts. They lag behind in terms of pay and mobility, and research on other occupations reveals that even “successful” minorities experience the workplace organization differently from white men (Nkomo and Cox 1990; Yoder and Aniakudo, 1997). Our study extends research in this area in two ways. First, we ask, to what extent do women and minorities in the professoriate experience the workplace differently from white men as evidenced in feelings of institutional and social isolation, and intention to turnover? Second, we avoid homogenizing racial and ethnic minority groups into a single “nonwhite” category. Thus, in exploring experiences of isolation, we distinguish among a wider range of racial, ethnic and gender groups. While we had insufficient numbers to look at a large number of minority groups, our findings indicate the importance of examining feelings of different types of isolation and the significance of the gendered and racialized nature of workplace organizations.

Workplace challenges in corporate America: differences in black and white

Purpose – This article aims to provide a qualitative analysis of the diversity management challenges of professionals in corporate America. A specific focus is on the differential outcomes of women and ethnic minorities and their equal employment opportunities in the workplace.Design/methodology/approach – This paper examined the workplace experiences of 42 African‐American and Caucasian men and women in corporate America. Semi‐structured interviews were held to discover diversity management issues unique to these groups.Findings – It was found that challenges supported a priori assertions of organizational culture, discrimination/stereotyping, and human capital investments. Each of these challenges impacted members in qualitatively different ways that may account for the variability in work experiences and outcomes. While there were some consistent themes, the findings demonstrated significant within race and between gender differences.Research limitations/implications – Qualitative studies provide in‐de...