Abstract
This article reports on interviews conducted with 25 middle- and senior-level black female managers in private-sector employment. Three hypotheses were examined: (1) the processes that sociologists and psychologists assume influence the nontraditional career choices of white women are not the same as those that influence black women; (2) contrary to popular belief, black women are not being promoted more rapidly than other, better qualified workers as a result of affirmative action; and (3) black female managers are likely to encounter the same limits to their mobility that anyone, regardless of race or gender, might encounter,and they are likely to encounter limits to their mobility on account of their race and sex. Each of these hypotheses received some support from this admittedly narrow database.
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Fulbright, K. The myth of the double-advantage: Black female managers. The Review of Black Political Economy 14, 33–45 (1985). https://doi.org/10.1007/BF02689872
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DOI: https://doi.org/10.1007/BF02689872