Black Women in Management: Paid Work and Family Formations by Diane Chilangwa Farmer

By Diane Chilangwa Farmer

Black ladies in administration identifies the various alterations and/or similarities that exist among those women's occupation offerings and development and explores how they tackle socio-cultural and gendered expectancies of family, social and being concerned commitments as profession ladies residing and dealing in city towns – one African, the opposite ecu.

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By Diane Chilangwa Farmer

Black ladies in administration identifies the various alterations and/or similarities that exist among those women's occupation offerings and development and explores how they tackle socio-cultural and gendered expectancies of family, social and being concerned commitments as profession ladies residing and dealing in city towns – one African, the opposite ecu.

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More often than not I found nothing . . The overwhelming implication is that the same sex-role constraints operating as boundaries for white managers influence the experience of Black female managers also. To understand the experience of Black female managers, one merely extrapolates findings from the woman in management research to Black female managers. (Nkomo, 1988:133) Although this comment was made by Nkomo over three decades ago, additional research findings within the past five years reveal that the number of instances where Black women have been included remains small.

Department of Labor, 2000). 0 per cent) and white (42 per cent). S. Department of Labor, 2011). Although ethnic minorities have entered the workforce in record numbers in the United States, their attempt to reach the top of the corporate ladder remains disappointingly low when compared to both men and white women. In 2003, African American women held less than 1 per cent of the senior-level positions in Women in Professional and Managerial Occupations 41 America’s 1,000 largest companies. S. Department of Labor, 2000).

This trend is primarily linked to women’s caring commitments which find many following very different career paths when compared to men. 1 indicates, women continue to be segregated into specific jobs namely Sales and Customer Service, Administrative, Secretarial and Personal Service work. Women continue to lag behind men in Managerial and Professional occupations. As I indicated earlier in the chapter, with regard to women’s segregation into specific jobs, research on women managers in the United Kingdom confirms that the overall profile of the British female manager compared to her male counterpart has not changed much over the past decade.

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