African-Americans rank fourth among ethnicities in the number of engineering graduates but rank last in occupying leadership positions in industry, however little research has explored this discrepancy. The purpose of this study was to identify factors perceived to contribute to this observed disparity. Accordingly, this research sought to determine if factors that impede the career progression of African-Americans engineers are related to structural, ethical, or legal issues that exist in companies that employ them. A sample of 64 African-American engineers, each with at least five years experience, completed the Work Environment Inventory (WEI); and in-depth structured interviews regarding issues of opportunity, availability, and organizational culture were conducted within a subsample (N=8) of respondents. Univariate and Chi-square analysis were used to map the magnitude and patterns of responses across WEI items and examine associations across its demographic, structural, ethical, and legal components. Using a phenomenological approach, interview data were first analyzed within each of the eight thematic questions to assess emergent patterns and prominent responses, then overarching structural descriptions were developed to establish a synthesis of meaning across the experiences of the engineers that further clarified the survey data. The results suggest participants perceive they experienced nepotism, the effects of cultural identity and preservation, and the effects of perspective differences which created barriers to career advancement; therefore, simulating conditions similar to the glass ceiling effect. This study contributes to social change by identifying perceived/real barriers to minority engineers’ advancement into leadership positions which may help organizations to develop strategies to provide increased opportunities for minority engineers as leaders.