Barriers That Prevent African American Females from Being Selected for Senior Executive Service Positions in the Department of Veterans Affairs
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Authors
Dent White, Dionne
Issue Date
2025-10
Type
Dissertation
Language
en
Keywords
Senior Executive Service , Federal Government , Workforce Development Needs & Industry Alignment
Alternative Title
Abstract
Amid unprecedented changes and ongoing uncertainties within the federal workforce, it remains vital that executive leadership reflects the diversity of the employees, patients, and stakeholders they serve. This study addressed the persistent underrepresentation of African American females who, despite being assessed as qualified, were not selected for Senior Executive Service (SES) positions within the Department of Veterans Affairs (VA). The purpose of this qualitative phenomenological study was to explore the perceptions and lived experiences of African American females regarding the barriers they encountered in advancing to SES positions.
By addressing this research problem, the aim of the study was to promote a deeper understanding of the systemic and structural challenges impeding advancement and to identify strategies for fostering more equitable opportunities. Overcoming these barriers can enhance organizational equity, employee morale, productivity, and the overall quality of service delivery.
Participants were recruited via LinkedIn, screened for eligibility, and provided informed consent prior to participation. Seventeen participants completed semi-structured interviews designed to explore three primary research questions focusing on their career progression experiences and perceptions of how Executive Orders on diversity, equity, and inclusion have influenced their advancement. Data were analyzed thematically using NVivo software to identify, analyze, and report emerging themes. Findings revealed participant perceptions of the types of support and structural changes needed to improve access to SES opportunities. Their insights provided practical recommendations for organizational leaders to better prepare and position qualified African American females for executive advancement. The participant contributions offer a foundation for future research on underrepresented groups with intersecting identities across other federal leadership contexts.