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Women in Leadership: a Proposal to Examine the Trends and Experiences of Senior Executive Level Women in the Workforce

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Women in Leadership: a Proposal to Examine the Trends and Experiences of Senior Executive Level Women in the Workforce St. John Fisher College Fisher Digital Publications Education Doctoral Ralph C. Wilson, Jr. School of Education 5-2020 Women in Leadership: A Proposal to Examine the Trends and Experiences of Senior Executive Level Women in the Workforce Rhoda Overstreet-Wilson [email protected] Follow this and additional works at: https://fisherpub.sjfc.edu/education_etd Part of the Education Commons How has open access to Fisher Digital Publications benefited ou?y Recommended Citation Overstreet-Wilson, Rhoda, "Women in Leadership: A Proposal to Examine the Trends and Experiences of Senior Executive Level Women in the Workforce" (2020). Education Doctoral. Paper 442. Please note that the Recommended Citation provides general citation information and may not be appropriate for your discipline. To receive help in creating a citation based on your discipline, please visit http://libguides.sjfc.edu/citations. This document is posted at https://fisherpub.sjfc.edu/education_etd/442 and is brought to you for free and open access by Fisher Digital Publications at St. John Fisher College. For more information, please contact [email protected]. Women in Leadership: A Proposal to Examine the Trends and Experiences of Senior Executive Level Women in the Workforce Abstract Although the presence of women in the workforce has increased and despite the advances women have made in the workplace, women still account for a small percentage of senior-level executive positions (Bureau of Labor Statistics, 2017). Federal regulations exist to eliminate workplace discrimination, but there remains scholarly evidence that discriminatory behavior has not declined but evolved into a much more ambiguous form of discrimination defined as gender microaggressions. Capodilupo et al. (2010) and Sue (2010) categorized gender microaggressions into three groups: (a) gender microassaults: identified blatant sexist slurs, or catcalling; (b) gender microinsults: subtle negative communication about women; and (c) gender microinvalidations: subtle communication that dismisses or devalue women’s thoughts or feelings. This qualitative study utilized interpretive phenomenological analysis (IPA) to make meaning of the lived experiences of the study participants. Data analysis resulted in nine themes congruent with Nadal’s (2010) the taxonomy of gender microaggressions. Findings revealed that barriers such as gender discrimination, public shaming to discredit them, limits on opportunities to advance, verbal and physical aggression, submissive organizational cultures continue to plague women even in senior-level executive positions. Document Type Dissertation Degree Name Doctor of Education (EdD) Department Executive Leadership First Supervisor C. Michael Robinson, Ed.D. Second Supervisor Ellen Wayne, Ed.D. Subject Categories Education This dissertation is available at Fisher Digital Publications: https://fisherpub.sjfc.edu/education_etd/442 Women in Leadership: A Proposal to Examine the Trends and Experiences of Senior Executive Level Women in the Workforce By Rhoda Overstreet-Wilson Submitted in partial fulfillment of the requirements for the degree Doctorate of Executive Leadership in Education Supervised by C. Michael Robinson, Ed.D. Committee Member Ellen Wayne, Ed.D. Ralph C. Wilson, Jr. School of Education St. John Fisher College May 8, 2020 Copyright by Rhoda Overstreet-Wilson 2020 Dedication “For I know the plans I have for you,” declares the LORD, plans to prosper you and not to harm you, plans to give you hope and a future,” Jeremiah 29:11 This dissertation is dedicated to my entire family to whom I am extremely appreciative for supporting me along this journey, your kind words and prayers will never be forgotten. My heartfelt thanks go to Dr. C. Michael Robinson and Dr. Ellen Wayne, my dissertation committee chairs for asking in-depth thought-provoking questions, pushing me to think critically, and showing patience when I needed it. I will remain thankful for the support you showed me! May God bless you both. To all the women who agreed to participate in my study and who shared their life experiences, I am humbled by your strength and courage. I am inspired to continue this leadership journey because of you. To my husband, Roy, God blessed me with a good man. Thank you for always being gracious with your love, time, and tolerance. You have supported me through every endeavor and made me laugh when I wanted to cry. I am so blessed to be able to share my life with you! To my children Jahmere and Dejuan, you two are my most prized possessions and I pray that this accomplishment inspires you to dream big. You are not defined by other people’s definitions. To my siblings Michelle, Gary, Christopher, and Vann we have come a long way from Church Street, I am proud to be your big sister. I love and appreciate you all. Finally, to my mommy, Rita Macknail, none of this would be possible without you, I hope I made you proud. iii Biographical Sketch Rhoda Overstreet-Wilson is currently the Executive Director at Westminster Manor. Westminster Manor is a 32-bed Adult Care Facility. Ms. Overstreet-Wilson graduated from SUNY-Empire State College in 2004 with a Bachelor of Arts degree In Community and Human Services. She graduated from Keuka College in 2007 with a Master of Science degree in Organizational Management. She came to St. John Fisher College in the summer of 2017 and began doctoral studies in the Education Doctorate in Executive Leadership in Education. Ms. Overstreet-Wilson pursued research, under the guidance of Dr. Michael Robinson, Ed. D. and Dr. Ellen Wayne. The research focused on gender microaggressions and the experiences of women in senior leadership positions. You can contact Rhoda Overstreet-Wilson at [email protected]. iv Abstract Although the presence of women in the workforce has increased and despite the advances women have made in the workplace, women still account for a small percentage of senior-level executive positions (Bureau of Labor Statistics, 2017). Federal regulations exist to eliminate workplace discrimination, but there remains scholarly evidence that discriminatory behavior has not declined but evolved into a much more ambiguous form of discrimination defined as gender microaggressions. Capodilupo et al. (2010) and Sue (2010) categorized gender microaggressions into three groups: (a) gender microassaults: identified blatant sexist slurs, or catcalling; (b) gender microinsults: subtle negative communication about women; and (c) gender microinvalidations: subtle communication that dismisses or devalue women’s thoughts or feelings. This qualitative study utilized interpretive phenomenological analysis (IPA) to make meaning of the lived experiences of the study participants. Data analysis resulted in nine themes congruent with Nadal’s (2010) the taxonomy of gender microaggressions. Findings revealed that barriers such as gender discrimination, public shaming to discredit them, limits on opportunities to advance, verbal and physical aggression, submissive organizational cultures continue to plague women even in senior-level executive positions. v Table of Contents Dedication .......................................................................................................................... iii Biographical Sketch ........................................................................................................... iv Abstract ............................................................................................................................... v Table of Contents ............................................................................................................... vi List of Tables ..................................................................................................................... ix Chapter 1: Introduction ....................................................................................................... 1 Problem Statement .......................................................................................................... 5 Theoretical Rationale ...................................................................................................... 5 Statement of Purpose ...................................................................................................... 7 Research Questions ......................................................................................................... 8 Potential Significance of the Study ................................................................................. 9 Definitions of Terms ....................................................................................................... 9 Chapter Summary ......................................................................................................... 10 Chapter 2: Review of the Literature .................................................................................. 11 Introduction and Purpose .............................................................................................. 11 Women’s Representation .............................................................................................. 13 Mentorship .................................................................................................................... 17 Organizational Culture and Barriers ............................................................................. 23 Attrition of Senior Female Leadership ........................................................................
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