Date of Conferral

7-29-2026

Date of Award

July 2026

Degree

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

School

Management

Advisor

Matasha MurrellJones

Abstract

The underrepresentation of Latinx professionals in leadership roles remains a challenge for technology leaders. Leaders who lack effective leadership development strategies for Latinx employees may experience reduced innovation, lower productivity, and decreased organizational competitiveness. Grounded in the resource-based view, the purpose of this qualitative pragmatic inquiry research project was to identify and explore effective strategies used by Silicon Valley technology leaders to advance Latinx employees into leadership roles to increase firm productivity. Participants were 10 technology leaders with experience implementing strategies to hire, develop, and promote Latinx talent. Data were collected through semistructured interviews, public organizational documents, and industry publications. Thematic analysis revealed the following themes: (a) limited pipeline access to technical roles; (b) managerial intentionality in talent development; (c) inclusive cultures, belonging, and psychological safety; and (d) Latinx cultural norms related to self-advocacy and business strategy. A key recommendation is for technology leaders to implement a structured leadership development pipeline to systematically identify, develop, and advance Latinx employees into leadership roles. Supporting strategies include formal mentorship and sponsorship programs, embedding of diversity metrics into leadership accountability systems, and development of inclusive leadership practices that foster psychological safety. The implications for positive social change include the potential for technology leaders to increase Latinx representation in leadership, expand economic mobility, and create more inclusive organizations that enhance innovation and equity in the communities they serve.

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