Date of Conferral

11-11-2025

Date of Award

November 2025

Degree

Ph.D.

School

Public Policy and Administration

Advisor

William Benet

Abstract

Research has shown that due to their intersecting identities, Black women must contend with both racism and sexism in the workplace, resulting in oppressive work environments and limited access to career advancement. Studies also highlighted Black women’s disillusionment with workplace diversity, equity, and inclusion (DEI) programming and its role in addressing these negative impacts. However, these issues have not been studied through the perceptions of Black women leaders at national associations of regulatory boards. The purpose of this generic qualitative study was to examine perceptions of these Black women regarding the impact of DEI programs on their career. Using Benet’s polarities of democracy theory, the study explored the perceptions of 10 Black women leaders regarding these impacts. Data were collected through in-depth interviews, and thematic analysis was used to understand the complex interplay of structural barriers, biases, and systemic inequities. Five themes emerged: conceptualization of leadership, discrimination despite positive experiences, minimal effects of DEI programming, recommendations for other Black women in leadership, and recommendations for designing workplace DEI programming, which can support ideas and practical strategies for enhancing leadership diversity, promoting equitable hiring and promotion practices, and fostering an environment of inclusivity. The study has implications for positive social changes in public policy such as affirmatively framing equity initiatives as civil rights compliance, repealing or amending statutory language that disallows DEI, and/or ensuring statutes allow institutions and organizations to implement culturally responsive leadership programs without fear of retribution.

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