A Qualitative Phenomenological Research Study on the Underrepresentation of Black Women in the C-suite of Fortune 500 Companies
Loading...
Authors
Fields, Rochelle
Issue Date
2026-03
Type
Dissertation
Language
en
Keywords
C-suite , Black women , Fortune 500 , Business, Engineering, Science, & Technological Innovation
Alternative Title
Abstract
Black women remain significantly underrepresented in executive leadership roles within Fortune 500 companies despite increased participation in the professional workforce and attainment of advanced education. This persistent disparity reflects a critical organizational and social problem that disproportionately impacts Black women professionals, corporations, and broader economic stakeholders by limiting diverse leadership perspectives and equitable access to power. The problem addressed in this study is the underrepresentation of Black women in the c-suite of Fortune 500 companies. The purpose of this qualitative phenomenological study is to explore how sponsorship and direct advocacy affect Black women’s ability to obtain c-suite leadership roles in Fortune 500 companies, guided by the matrix of domination framework, which examines the interconnected effects of race, gender, and class on access to power and opportunity. This study utilized a qualitative phenomenological research design to depict the lived experiences of Black women who have worked in Fortune 500 companies and attained middle management roles but did not reach the c-suite. A purposive sample of participants engaged in in-depth interviews. Data were collected through recorded interviews. Findings revealed that limited access to influential sponsors, inconsistent direct advocacy from senior leaders, and exclusion from high-visibility networks significantly constrained participants’ advancement to executive leadership roles. The study concludes that organizational leadership practices must move beyond symbolic diversity efforts to implement intentional sponsorship structures and accountability mechanisms that address systemic inequities. Implications include the need for formalized sponsorship initiatives and leadership development strategies tailored to Black women. Future research should examine organizational implementation models and longitudinal outcomes related to sponsorship and direct advocacy interventions.