Abstract
AbstractBlack women continue to face obstacles related to gendered racism that make it extraordinarily difficult for them to be promoted to higher-level positions in for-profit and non-profit organizations. Expanding the body of knowledge that highlights their leadership capability could be paramount to them gaining access to well-deserved higher levels of influence. Being Black and female, especially in primarily White environments, creates a phenomenon where their personal experiences build this capability. A phenomenological study based on semi-structured interviews of 20 Black women across the diaspora showcases a consistent demonstration of resilience and servant leadership characteristics. Regardless of historically Black Greek Letter Organization affiliation, Black women show a high capacity to take on leadership roles. The exhibition of leadership characteristics resulting from their intersectional experiences and other encounters is known as The Rose Phenomenon, which has the potential to serve as a counter to the dominant Strong Black Woman schema. There is no legitimate merit or justification for the lack and disparity of Black women in leadership roles based on this study’s findings. Equitable, inclusive practices should be created within hiring and promotional processes while also intentionally seeking out Black women for leadership roles. The greater research community needs to continue exploring The Rose Phenomenon for clarity and refinement because it can change perspectives through which society, including hiring managers, view Black women and how they see themselves.
Keywords: leadership, Black women, gendered racism, personal experiences, sorority