Edited by Susan Vinnicombe, Ronald J. Burke, Stacy Blake-Beard and Lynda L. Moore
Chapter 2: The continuing challenge of incorporating race and ethnicity into research on women’s management careers
Despite theoretical developments that point to the problems with solely focusing on gender when studying the careers of women in management, it still appears to be a challenge for scholars to abandon this dominant approach. Too often we persist in treating women and gender as unitary and homogenous analytical categories. We continue to either focus on gender as if all women are homogenous, or we focus on documenting the unique experiences of ethnic/racial minority women. Sometimes in respect to the former we may admit our omissions and note them in the limitation section of our work. None of these approaches is wholly satisfying for either understanding the complexity and diversity of women’s experiences in management careers worldwide or how to effectively rectify the continued marginalization of ethnic/racial minority women in managerial careers. The purpose of this chapter is three-fold. The first section reviews developments in feminist theoretical perspectives that may be helpful in applying a more inclusive research approach to the study of the influence of race and ethnicity on the careers of women in management.
You are not authenticated to view the full text of this chapter or article.
Elgaronline requires a subscription or purchase to access the full text of books or journals. Please login through your library system or with your personal username and password on the homepage.
Non-subscribers can freely search the site, view abstracts/ extracts and download selected front matter and introductory chapters for personal use.
Your library may not have purchased all subject areas. If you are authenticated and think you should have access to this title, please contact your librarian.