Blake-Beard, S. D. (1999). The costs of living as an outsider within: An analysis of the mentoring relationships and career success of black and white women in the corporate sector. Journal of Career Development, 26(1), 21-36.
Abstract: A brief narrative description of the journal article, document, or resource. A survey of business graduates (154 white women and 41 black women) investigated the impact of race on mentoring and career success for women. Results indicated no statistical difference in the amount of mentoring reported by black or white respondents.
The Commission on Women in the Profession. (2008). From visible invisibility to visibly successful: Success strategies for law firms and women of color in law firms. American Bar Association. Retrieved February 18, 2009 from http://www.abanet.org/women/woc/VisiblySuccessful.pdf.
Excerpt: From Visible Invisibility to Visibly Successful: Success Strategies for Law Firms and Women of Color in Law Firms is the follow-up publication to Visible Invisibility: Women of Color in Law Firms (2006), the groundbreaking national study by the ABA Commission on Women in the Profession that discusses the intersection of race and gender and its impact on women of color in law firms. This report on success strategies for law firms and women of color is the result of information, insights, and advice gathered from 28 women of color partners in national law firms and an examination of law firm practices that contributed to their success. Each of the 28 accomplished women of color who contributed to this report experienced diverse journeys and shared their varying perspectives on how they embarked on careers in law firms, their positive and challenging experiences in law firms, the leadership roles they assumed in changing law firms, and the personal strategies they employed to be successful in law firms in spite of being “the first” or “the only” woman of color in their different firms.
Edmondson Bell, E. L. J. & Nkomo, S. M. (2001). Our separate ways: Black and white women and the struggle for professional identity. Cambridge, MA: Harvard Business School Press.
From the Publisher: Through vivid, often deeply moving first-person accounts, Our Separate Ways provides the first in-depth look at the formative experiences—from childhood through early career development—behind today's female executives. While most people assume that the career paths of black women are similar to those of white women or of black men, this groundbreaking book--based on a seven-year research effort that compared and contrasted the professional experiences of black and white female managers--reveals that black women have charted a unique course on their journey up the corporate ladder. Delving beyond the impact of gender and race to the role that class plays in corporate America, this powerful book illuminates how understanding diversity in all its dimensions can make the workplace a better and more effective environment for everyone.
Wong, E. Y., Bigby, J., Kleinpeter, M., Mitchell, J., Camacho, D., Dan, A., & Sarto, G. (2001). Promoting the advancement of minority women faculty in academic medicine. Journal of Women’s Health & Gender-Based Medicine, 10(6), 541-550.
Abstract: Minority physicians provide care in a manner that promotes patient satisfaction and meets the needs of an increasingly diverse U.S. population. In addition, minority medical school faculty bring diverse perspectives to research and teach cross-cultural care. However, men and women of color remain underrepresented among medical school faculty, particularly in the higher ranks. National data show that although the numbers of women in medicine have increased, minority representation remains essentially static. Studying minority women faculty as a group may help to improve our understanding of barriers to diversification. Six National Centers of Excellence in Women's Health used a variety of approaches in addressing the needs of this group. Recommendations for other academic institutions include development of key diversity indicators with national benchmarks, creation of guidelines for mentoring and faculty development programs, and support for career development opportunities.