Date of Conferral

9-9-2025

Degree

Doctor of Business Administration (D.B.A.)

School

Business Administration

Advisor

Kim Critchlow

Abstract

Ineffective strategies to increase the number of Black, Indigenous, and people of color (BIPOC) employees in senior-level positions can negatively impact financial performance. Some business leaders lack strategies to increase the number of BIPOC employees in senior-level positions and positively impact financial performance, which could increase risk of business instability. Grounded in multidimensional cultural competency framework; equity, diversity, and inclusion theory; and change management theory, this qualitative pragmatic inquiry was conducted to identify and explore effective strategies business leaders use to increase the number of BIPOC employees in senior-level positions and positively impact financial performance. The participants were eight business leaders who have implemented effective strategies to increase the number of BIPOC employees in senior-level positions and to positively impact financial performance. Data were collected using semistructured interviews, public websites, and public documents. Using thematic analysis, four themes were identified: (a) systematic talent acquisition and pipeline development, (b) inclusive leadership development and representation, (c) authentic self-advocacy empowerment, and (d) comprehensive cultural adaptation. Business leaders should implement integrated talent pipeline systems that coordinate sourcing, assessment, development, and retention functions into cohesive advancement ecosystems. The findings of this research could have implications for positive social change in that communities served by the businesses could benefit from tax revenues due to organizational presence and commitment to local BIPOC talent and customer base.

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