Little research has been done to explore the attitudes and experiences of African American women at the Senior Executive Service (SES) level within the federal government. While some research has been conducted on the effects of the glass ceiling on women and other minorities in both the public and private sectors, the studies have been broad in their perspectives and treatment of this particular group. Recent indicators have determined a very small but steady increase in the representation of African American women in the SES; however, none have established to what degree mentoring has influenced this advancement or impacted the professional development, success, and retention at this echelon. Mentoring is an important part of the decision-making strategy for career development. And it appears that many factors either prevent the attainment of access, or propel African American women into the ranks of SES. Therefore, the objective of this study is to examine the experiences of mentoring among this group of employees within the federal government, potentially identifying mentoring as an essential component for African American women at the SES level in the federal government. Through the use of interviews, focus groups, and other qualitative methods, the researcher will examine and enhance the understanding of the mentoring experience for this particular group. This information will be valuable to public and private enterprises positioned to enhance diversity. The results and findings can be used to develop recruitment, retention, and other organizational strategies designed specifically for this group.
|Adviser||Calvin Lathan, III|
|Subjects||African American studies; Black studies; Women's studies; Management; Public administration|
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