Index
- A. K. Rice Institute, 293, 301
- ABC (Disney), 325
- Academy of Management, 10
- Accenture, 52
- activism, black millennials and, 410–411, 414–415
- Adichie, Chimamanda Ngozi,
- advanced degrees of Harvard Business School black graduates, additional, 50–51
- adverse racism, 65
- advertising industry, Harvard Business School black graduates and, 51
- Aetna, 326, 329
- affinity fraud, 17–18, 389–402
- as ingroup favoritism, 393, 394–396
- need for inclusive leadership and, 390–391, 398–402
- as outgroup derogation, 393, 394, 396–397
- as positive distinctiveness, 394, 397–398
- social identity theory perspective on, 393–394
- affirmative action programs
- black Harvard Law School graduates belief in need for, 104
- defense of, 36
- Africa, Harvard Business School black graduates from, 44
- African American. See under black
- African American churches, affinity fraud and
- Financial Warfare Club, 396–397
- Social Capitalist investment program, 397–398
- African American Student Union (AASU) at Harvard Business School, 28–37
- benchmarking and, 32
- biographies of founders, 29–30
- founding of, , , 27, 31–32, 41, 43
- goal of, 31
- growth in enrolled black students at HBS and, 32
- moral leadership and, 33–34
- networking among, 31
- recruitment of black students and, 31
- risk taking and, 31
- African Methodist Episcopal Church, 279
- Afro-American Student Association, UC Berkeley, 32
- After the JD (AJD) study, 76–77, 83, 85–86, 89, 94, 99
- agency, black women in the white academy and exercising, 261t, 266–267, 269
- alienation, as response to black authority, 304
- Allen, Macon Bolling, 142
- ambient racial discrimination, as reason why black leaders leave, 342–343
- ambivalent racism, 65
- American Association of University Women, 225
- American Bar Association, 79, 80, 89
- American Express, 52, 55, 318, 323, 326, 327, 333
- American Medical Association, 177
- American Nursing Association, 177
- American Society for Gastrointestinal Endoscopy, 191
- American Society of Clinical Oncology, 191
- American Sociological Association, 66
- Ammerman, Colleen, 75
- anti-Semitism, , 241, 242
- AOL Time Warner, 326, 328, 331
- Apfelbaum, E. P., 314, 317
- Apple Inc., 331
- Asian Americans
- differences in career outcomes, 161, 166
- lawsuit against Harvard University and, 369
- Atlanta Journal-Constitution (newspaper), 48
- Atlanta Life Financial Group, 28
- Atlanta University, 47
- Atlantic (magazine), 48
- at risk, risking self vs., 262
- at-risk youth sports program, affinity fraud and, 394–396
- AT&T,
- attitudes regarding workplace
- career outcomes and, 159–160
- feeling connected and, 154–155, 159–160
- attribution bias, black professionals and, 214–215
- attribution theory, 214
- Austin, Carlson, 31
- Austin, D. E., 392
- authenticity in the workplace, 135–147
- black employees and, 10, 11
- black lawyers and, 142–145
- black professionals and tension over, 421
- diverse workforce and, 165
- race/ethnicity and, 161–163, 161f
- recommendations, 145–147
- theory and empirical findings, 137–142
- authority. See also black authority; psychodynamics of black authority
- black leaders navigating contested, 422–423
- black women in the white academy and challenging, 262
- “Authority and Identity: An African American Perspective” conference, 295
- autonomy, employee engagement and, 129
- Avid Partners, 34
- Bain & Company, 55
- Baker, George, 31, 32
- banking sector, as first employer for Harvard Business School black graduates, 53
- BART framework, 294
- Bell, D. A., 224, 233
- Bell, Ella L. J. Edmondson, 12
- beloved community, 409
- affirmation of differences and formation of, 243
- black millennials and, 410–416
- co-creating, 425–427
- Benson, K., 225
- Berrey, E., 179
- Berthoud, Diane Forbes, 15
- BET (Black Entertainment Television), 325
- Beveridge & Diamond, 93
- Beyond Meat, 334
- bias, meritocratic beliefs and practice of,
- Bilimoria, D., 400
- Bion, W. R., 292, 293
- biopsychosocial model of health care, 246
- The Birth of a Nation (film), 28
- black archetypes of authority, 299–302, 304
- black authority. See also psychodynamics of black authority
- archetypes, 299–302, 304
- in post-Obama era, 15
- responses to, 303–305, 304f
- black CEOs, experience of, 16
- black CEOs as crisis leaders, 323–335
- crisis leadership as (un)usual business for African American CEOs, 330–333
- leading under pressure, 332–333
- personal resilience and reinvention and, 334
- preparation for role, 331–332
- research methodology for study of, 325–329
- sample of African American CEOs, 326t
- seeing opportunity in crisis, 336
- summary of CEO’s glass cliff situation, 327–329t
- black clergywomen, managing blackness and, 375, 378–379. See also black women/womanist theologians
- Black College Reunion, 244
- black doctors
- opinions on diversity initiatives, 179t, 180–181, 185
- workplace discrimination and, 343
- black employees
- authenticity in the workplace and, 136–137
- engagement and, 121–131, 123t, 127t
- mentors and, 156
- need for meaningful feedback, 125, 128, 129, 130
- whites’ ratings of whites’ industriousness and intelligence compared to, 64f
- Black Enterprise (magazine), 325
- black experience, quantitative and qualitative studies of, 8t
- black female educator, professional development as, 248–249. See also black instructional coaches
- black feminism, 255, 286
- black health-care professionals, developing and retaining diverse talent. See health-care professions, developing and retaining diverse talent
- black health-care technicians, opinions on diversity initiatives, 179t, 180, 183–185, 186
- black health-care workers, perception of diversity management, 12–13, 173–186
- black doctors, 179t, 180–181, 185
- black nurses, 179–180, 179t, 182–183, 185–186
- black professionals in predominately white environments, 176–177
- black technicians, 179t, 180, 183–185, 186
- contemporary interventions, 185–186
- methodology, 177–178
- race and diversity management, 174–176
- theory and empirical findings, 178–185
- black inclusion. See also under diversity and inclusion (D&I)
- blueprint for, 315–317
- designing for, 16
- design parameters for, 317–320
- diversity initiatives and, 427
- psychology of, 312–315
- black ingroup, black leaders’ identification with, 362–363, 364–368
- black instructional coaches, 223–235
- coach satisfaction, 232t
- critical race theory, implicit bias, and teacher mindset, 227–228
- cultural mismatch in schools, 226–227
- effectiveness of, 225–226
- implicit racial bias and, 224–225
- lack of respect accorded from white colleagues, 13–14
- low expectations for children of color, 228–230
- self-care for, 234
- teacher mindset and, 230–233
- black lawyers. See also black male lawyers; black women lawyers; Harvard Law School (HLS) Black Alumni Survey 2016
- authenticity in the workplace and, 142–146
- facades of conformity and, 137
- law firm partnership and, 89–92, 90t, 92t, 142
- significance of race in careers of, 9–10
- black leaders
- black ingroup and, 360
- challenging inequality, 359–361, 362–371
- co-opted, 365, 366–367, 368, 369
- economic influence of,
- factionless, 364–365, 368
- followers of, 17, 364–368
- life stage model for developing, 430–431t
- majority group followers and, 17
- mutual identification process and, 360–361
- mutual identification with white outgroup, 361–362, 363, 364–368
- navigating contested authority, 422–423
- positive effect on organizations and societies, 423–425
- typology of, based on black and white follower identification, 364–368, 365t
- white outgroup and, 360
- black leadership. See also relational experience and development of black leadership
- fostering legacies, 428–431
- historical resistance to, 419–420
- millennials and, 18
- status of, 341–342
- theorizing, 15–18
- black leaders who leave organizations, 16, 341–353
- consensus leaders, 365, 367–368, 369
- consequences for black leaders, 344–348
- consequences for minority followers, 348–349
- consequences for organizations, 349–351
- opposition leaders, 365–366, 368
- reasons why black leaders leave, 342–344
- research agenda for, 351–353
- status of black leadership, 341–342
- Black Lives Matter, , 18, 283, 297, 305, 410
- black male lawyers. See also Harvard Law School (HLS) Black Alumni Survey 2016
- law firm management and, 93–94
- law firm partnership and, 90–92, 90t, 92t
- black men
- career satisfaction of Harvard Business School black graduates, 58, 60–61, 60f, 61f
- enrolled at Harvard Law School, 78–81, 79t, 80t, 81f
- in health-care industry, 177
- isolation of and stereotypes of, 176
- undergraduate majors of Harvard Business School black graduates, 49
- black middle class, growth of, 26, 30
- black millennials, 18
- black authority and activism and, 296–297
- challenging the status quo, 414–415
- creation of beloved community for, 410–416
- employee engagement and, 121, 422
- entrepreneurial mindset and economic equality and, 413–414
- experience of, 409–410, 410t
- historically black colleges and universities and, 411–413, 412t, 413t
- living integrative life, 415–416
- blackness, 299–300
- discovering one’s, 241–242
- facades of conformity and negative stereotypes of, 138–139
- managing, 17, 377–379, 427
- managing diversity and managing, 374–383
- the “other” in the midst of, 302–303
- social construction of,
- black nurses, opinions on diversity initiatives, 179–180, 179t, 182–183, 185–186
- Black Panther (film), 394
- Black Panther Party, 287
- Black Power Day, at Harvard Business School, 33
- black professional networks
- isolation due to lack of, 215–217
- sharing leadership paths via, 219–221
- black professionals, employee engagement and, 121–131
- “Black Rage” (Hill), 282
- black upper-middle class, growth of, 26
- “A Blackwoman Holla” (Davis & Duval), 275–278
- black women
- career satisfaction of Harvard Business School black graduates, 58–61
- in crisis, 286
- educational degrees earned by, 225
- enrolled at Harvard Law School, 78–82, 79t, 80t, 81f
- executive coaching for, 353
- facades of conformity and, 139
- gender and race and exclusion from advancement opportunities, 176
- Harvard Business School black graduates reaching upper management, 68
- in health-care industry, 177
- intersectionality and, 253–254, 284
- as majority of law school graduates, 10, 79
- as majority-owners,
- percentage of Harvard Business School black graduates who are, 43–44
- “pet” and “threat” states and, 343–344
- professional identities constructed by, 12
- stereotyped images of, 300–301
- tenure per company of Harvard Business School black female graduates, 57t
- undergraduate majors of Harvard Business School black female graduates, 49
- “we-ness” of, 271
- black women as change agents in the white academy, 14, 253–271, 424
- context of the academy, 260–261
- Creating and Claiming Free Spaces, 269–270
- Exercising Voice and Agency, 261t, 266–267
- feminist and constructivist stance, 255–256
- Living Truth to Power, 270
- naming social processes, 257–258
- percentage of black women as faculty, 253
- Persisting and, 261t, 265–266
- research approach, 256–257
- Risking Self and, 261–263, 261t
- Robust Sense of Self and, 256, 258–267, 259f, 261t
- scholarship on, 253–255
- seeing and naming the whiteness of the academy, 261t, 263–265
- Seeking Full Range of Motion, 268–269
- theoretical propositions, 268–271
- black women entrepreneurs, 42
- black women lawyers. See also Harvard Law School (HLS) Black Alumni Survey 2016
- attitudes on racial progress, 105t, 106–108
- career satisfaction and, 100t, 101–104, 101t, 102t, 103t
- first jobs, 82–84, 82t
- intersection of race and gender and obstacles for, 109–110
- law firm partnership and, 89–92, 90t, 92t
- law firm size for first job post-Harvard Law School, 84–85, 85t
- leaving private practice, 95–96
- obstacles facing, 74, 75
- percent of associates in law firms, 142
- in public interest and legal services, 87
- race and career advancement, 96–99
- black women lawyers, intersectionality and, 73–75, 81–82. See also Harvard Law School (HLS) Black Alumni Survey 2016
- black women/womanist theologians, 275–289
- conceptual underpinnings of Soul 2 Soul, 284–287
- Soul 2 Soul and, 280, 281–284
- womanist ontology and, 287–288
- black work experience, differentiating, 420–422
- Black Youth Project, 410
- Blake-Beard, Stacy, 12, 13, 164
- Bland, Sandra, 276
- Bloomberg Business (magazine), 325
- Bobo, L. D., 67
- Booz Allen Hamilton, 52
- Bosley, S., 398
- Boston Consulting Group, 52, 55
- Boundary spanners, black leaders as, 351
- Breaking Through: The Making of Minority Executives in Corporate America (Thomas), 10
- Brewer, Rosalind, 34, 325
- Brief, Arthur P., , 62–68
- Brimmer, Andrew, 35
- Broomes, Anna-Maria, 11
- Brown, B. Lindsay, 16
- Brown, C., 400
- Brown, James, 394–396
- Brown, Michael, 276, 376
- Brown v. Board of Education, 35, 48, 109
- Bruce, Blanche K., 25
- Bruce, Roscoe Conkling, 25–26
- Bureau of Labor Statistics, 341
- Burns, Ursula, 34, 323, 325, 326, 327, 331
- business, black lawyers leaving private practice for, 86, 94–95
- “business case” for diversity, 375–377, 428
- business ownership, black leaders who leave organizations for, 346–348
- Bynoe, Peter, 34
- Carbado, D., 186
- career advancement
- being authentic and, 145
- black lawyers and access to opportunities for, 96–99, 97t, 98t
- lack of support for diverse workforce in health-care organizations, 199
- career development, black inclusion and, 315–316
- career satisfaction
- black Harvard Law School graduates and, 99–104, 100t, 101t, 102t, 103t
- coworker effects on, 158–159, 158f
- employee engagement and, 116–117
- engagement effects on, 160f
- of Harvard Business School black graduates, 58–68, 59f
- inauthenticity effects on, 159f
- manager effects on, 157f
- racial differences in, 162f
- Carmichael, Stokely, 300
- Carnival Cruise, 326, 327
- Carson, Ben, 300, 367
- Carver Savings Bank, 34
- Cash, James, Jr., 35
- Catalyst, 10, 382
- Cavanagh, K. V., 400
- Celebration of Black Alumni (CBA) report, 77–78
- Center for Talent Innovations, 218
- Center for the Study of Hate and Extremism (California State University at San Bernardino), 2–3
- Center on the Legal Profession (CLP), , 74
- CEOs. See also under black CEOs
- diversity efforts and,
- percentage that is black, 342
- Change the Name of Stapleton, 283–284
- Chenault, Kenneth, 34, 323, 326, 327, 333
- child poverty rate, 30
- Chrobot-Mason, D., 342
- Citigroup, 52, 311
- Civil Rights Act of 1964, 27, 373
- civil rights leadership, millennials and, 297
- Cleveland Avenue, 334
- Clinton, Bill, 36, 295
- Coates, Ta-Nehisi, 296
- Cochran, Johnnie, 300
- Collins, P. H., 138
- color line, persistence of,
- commitment
- coworker effects on, 158f
- engagement effects on, 160f
- inauthenticity effects on, 159f
- manager effects on, 157f
- racial differences in, 162f
- common identity model, 401
- communication, black inclusion and facilitating explicit, 317–318
- community, black women as change agents in the white academy and appreciation of, 266
- Community Event (“On the Matter of Black Lives” conference), 296, 297–298
- comparative studies, 10–12
- Concerned Black Men, 305
- Congress, black members of, 342
- Conley, J. M., 142–143
- connectivity, black women as change agents in the white academy and, 265
- Connor, Wendy Jean, 397
- constructivist grounded theory methodology, 255–256, 257
- consulting industry
- Harvard Business School black graduates and, 51
- Harvard Business School black graduates and first jobs at, 51
- Costco, 333
- Counseling Psychology (journal), 248
- counternarrative stories, 284
- coworkers
- effect on career outcomes, 158–159, 158f, 163–164
- feeling connected at work and support of, 156
- Cox, T., 373
- Creary, Stephanie, 13
- credibility, illusion of inclusion and battle over black professionals’, 213–214
- Crenshaw, Kimberlé, 74, 224, 233
- crises
- smoldering, 330
- sudden, 330
- crisis leaders. See also black CEOs as crisis leaders
- women as, 324
- critical race theory (CRT), 224
- implicit bias, teacher mindset, and, 227–228
- critical theory, 15
- cross-race alliances, 426
- cross-racial interaction and dialogue, 317, 318, 319–320
- “cultural ambassador” model, black professionals and, 216
- cultural competency curriculum, in medical education, 246–248
- cultural competency training, for doctors, 180, 184–185
- cultural dissimilarities, relationships and acknowledging, 243
- cultural diversity, 313
- cultural insensitivity, inability to be authentic and, 144
- cultural mismatch
- implicit racial bias and, 224
- in schools, 226–227
- culture, confronting in medical education, 245–247
- Cunningham, Wendell Thomas, 28, 41
- Daniels, John W., Jr., 93
- Darden, Clifford E. “Clif,” 29, 31, 32, 33, 35, 37, 43
- Darden Restaurants, 326, 328
- Davidson, Martin N., 15
- Davis, Angela, 300
- Davis, O. I., 254–255
- Davis, Tawana, 14, 275–278
- deficit thinking, implicit bias and, 228
- Deloitte, 52
- Delphi, 326, 328, 333
- Delpit, L., 227, 229, 233
- demographic differences, in employee engagement, 121–125
- demographics of Harvard Business School black graduates, 43–44
- Denver Nuggets, 34
- Desimone, L. M., 230
- developmental relationships, effects of black leaders leaving organizations on, 348
- Devine, K., 138
- diary methods, 352
- Directory of Partners at Majority/Corporate Law Firms (ABA), 89
- Diss-ease, black women in the white academy and, 262, 269
- Diverse Marketplace Intelligence, 318
- diverse workforce. See also health-care professions, developing and retaining diverse talent
- impact of context on, 151–152
- Diversifying Investments report, 210
- diversity
- “business case” for, 375–377, 428
- health-care professionals and, 190–191
- managing (See managing diversity)
- organizational commitment to, 173
- diversity and inclusion (D&I) officers, 373–374
- focus on social justice perspective, 381–383
- in higher education, 375, 379–381
- managing blackness, 377
- diversity and inclusion (D&I) practices, designing for black inclusion, 311–320
- blueprint for black inclusion, 315–317
- building knowledge about race, 318–319
- design parameters for black inclusion, 317–320
- developing an organizational racial learning orientation, 319–320
- facilitating explicit communication, 317–318
- psychology of black inclusion, 312–315
- diversity and inclusion (D&I) programs
- black employees and employee engagement and, 126–127
- career advancement for black Harvard Law School graduates and, 99
- in health-care (see black health-care workers, perception of diversity management)
- increased focus on in business,
- managing blackness and, 17
- nature and efficacy of, 15–16
- reimagining intent and impact of, 427–428
- diversity climate, of health-care organizations, 191
- diversity-driven mentoring programs, 164–165
- diversity fatigue, 318
- diversity in organizations, need for supportive relationships, 162–163
- diversity loss. See black leaders who leave organizations
- diversity recruitment activities, black professionals and, 217–218
- diversity statements
- black professionals response to, 314
- embedding color-blind ideologies in, 379
- health-care organizations and, 173, 179–180, 179t, 182, 185
- diversity training, black Harvard Law School graduates and support for, 106
- Dobbin, Frank, 99, 175, 185
- Dolan, T., 191
- Donald, Arnold, 326, 327
- Donaldson, Lufkin & Jenrette, 52
- “double consciousness,” 145–146, 421
- Douglass, Frederick, 31
- Dovidio, J. F., 65
- dual identification, black leaders and, 362–368
- Du Bois, W. E. B., 25, 28, 47, 421
- Dukes, Marcus, 396–397
- Dumas, T. L., 152
- Dungey, Channing, 325
- Durland, Henry Kellogg, 25–26
- Duval, Dawn Riley, 275–278
- Eddo-Lodge, Reni, 247
- Edelman, L. B., 175
- Edgehill, Beverly, 12, 13
- Edgoose, J., 249–250
- education, used for credibility and legitimacy, 51
- Ellison, Marvin, 323, 326, 327, 331–332, 336
- Ely, Robin, 75, 162, 175
- Embrick, D., 175
- emotional exhaustion, facades of conformity and, 139
- employee engagement. See also feeling connected
- authenticity and, 137
- benefits of, 118–120
- black employees and, 10, 11–12, 121–131, 123t, 127t
- comparison of business group engagement, 120f
- crisis of, 119f
- data on, 420–421
- defined, 116–117
- demographic differences in, 121–125
- diverse workforces and, 165
- effects on career outcomes, 160
- facades of conformity and, 139
- Gallup engagement index, 117–118, 117t, 120
- manager’s role in creating engaging workplaces, 125–126, 127–131, 127t
- practical recommendations for, 126–131
- race/ethnicity and, 161–163, 161f, 166, 420–422
- understanding, 116–118
- entrepreneurial mindset, for Black millennials, 18, 410, 413–414
- entrepreneurs, black women as, 42
- Epperson, T., 138
- Equal Employment Opportunity Commission v. Catastrophe Management Solutions, 374
- Equilar study, 325
- equity partners, black lawyers as, 91–92, 93
- Ernst and Young, ,
- Essed, P., 254
- Essence (magazine), 34
- ethnicity
- facades of conformity and, 141f
- relationships, engagement, and authenticity and, 161–163, 161f, 166
- study on feeling connected at work and respondents’, 155
- Evers, Medgar, 429
- Exercising Voice and Agency, black women as change agents in the white academy and, 260, 261t
- exit interviews, 203
- experience sampling, 352
- facades of conformity, 11, 135–136, 137
- authenticity in the workplace and, 140–142
- black lawyers and, 142–146
- creation of, 137–140
- organizational values and, 137
- by race and ethnicity, 141f
- Facebook, 19
- facilitating discussions on race, racism, privilege, and disparities, 249–250
- family medicine, confronting race and culture in residency programs, 245–247
- Fannie Mae, 326, 328
- Federal Trade Commission, 389, 392
- feedback
- black employee engagement and providing meaningful, 125, 128, 129, 130
- training managers to deliver, 426
- feedback-seeking behavior, black executives and, 66
- feeling connected, 151–166. See also employee engagement
- attitudes and, 159–160
- coworker effects on career outcomes, 158f
- demographic variables, 154t
- engagement effects on career outcomes, 160t
- ethnic composition of respondents, 155f
- inauthenticity effects on career outcomes, 159f
- manager effects on career outcomes, 157f
- mentorship and, 156t
- overview, 152–153
- race/ethnicity and, 161–162, 161f
- relationships and, 155–159
- study implications, 162–166
- study methodology, 153–155
- feminist perspective, inclusive leadership and, 401, 402
- Ferguson, Roger, 34, 323, 326, 327
- finance industry
- experiences of black professionals in, 212–213
- Harvard Business School black graduates and, 42, 51, 53
- Harvard Business School black graduates and first jobs at, 51
- Harvard Business School male black graduates and, 55
- trajectory of careers in, 13
- Financial Times (periodical), 210
- Financial Warfare Club, affinity fraud and, 396–397
- first jobs
- of Harvard Business School black graduates, 51, 52t
- of Harvard Law School black graduates, 82–84, 82t
- Fitzhugh, H. Naylor, 28
- Florida A&M, 46
- followers, typology of black leaders based on black and white follower identification, 364–368, 365f
- Fong, Bryan,
- Forbes, D. A., 294, 300
- Forbes (magazine), 215
- Ford Foundation, 35
- Fortune 100, black leaders in, 342
- Fortune 500 companies
- black CEOs leading, 209, 323
- percentage of blacks as senior executives in, 115
- Fortune 1000 corporations, black CEOs leading, 324
- Fortune (magazine), 325
- Fraser, Kathryn, 14
- Frazier, Kenneth, 34, 323, 326, 327
- Freeman, R. E., 146, 382, 383
- free spaces, black women in the white academy and creating and claiming, 269–270
- Freire, P., 281
- Friedman, Stew, 416
- Fudge, Ann, 34
- Fuller, S. R., 175
- full range of motion, black women in the white academy and seeking, 268–269
- functional concentrations of Harvard Business School black graduates, 55–56, 56f
- Gabbaro, John, 10
- Gaertner, S. L., 65
- Gallup, 411
- engagement index, 117–118, 117t, 120
- on role of managers in creating engaging workplace, 125
- Gallup Institute, 420
- Gambino, Childish, 282
- Gates, Henry Louis, Jr.,
- Gay, G., 227
- gender
- black lawyers leaving private practice and, 95–96
- career satisfaction of Harvard Business School black graduates and, 58, 60–61
- discrimination and disadvantage and, 74
- distribution of Harvard Law School black alumni by, 79t
- impact on career for black alumni of Harvard Business School, 60t
- law firm management and, 93–94
- law firm partnership and, 89–92
- legal career satisfaction and, 101–104
- general management experience, as factor contributing to business career success, 68, 70f
- General Motors, 51, 52
- General Social Science Survey, 65
- generational approaches, to study of black authority, 296–299, 303
- generativity, as response to black authority, 303, 305
- George T. Terry Book Award, 10
- Georgetown University, 382
- Ghai, Sakshi, 13
- Gifted Hands (Carson), 367
- Giving Pledge, 215
- glass ceiling, racial, 312
- glass cliff, 16, 424. See also black CEOs as crisis leaders
- global assignments, as factor contributing to business career success, 68, 69, 70f
- Global Infrastructure Partners, 34
- Goldman Sachs, 51, 52, 55, 311
- Google, 55
- graduation rate, at black colleges, 48
- Great American Business Leaders project, 42
- Green, Zachary, 15, 298–299
- grounded theory methodology (GTM), 253, 255–256, 257, 258, 268, 270–271
- group gestalt, 292
- group relations, black authority, leadership, and, 294–295
- group relations conference, 15
- Group Relations International, 295
- group relations theory, study of black authority and, 292–293
- Groysberg, B., 318
- Gulati, M., 186
- H. Naylor Fitzhugh chair, 35
- H. Naylor Fitzhugh Conference, 34
- Hall, J. C., 139
- Hammer, Fanny Lou, 259
- Handley, G., 225
- Hanges, P. J., 66
- Harrington, B., 393
- Harris, Alicia, 311, 320
- Harris, Carla, 34
- Harris, H., 294
- Harris, Kamala, 300
- Harter, J. K., 118
- Harvard Business Review (journal), 19, 415
- Harvard Business School (HBS)
- black faculty at, 35
- first black women tenured professor, 26
- Harvard Business School (HBS) black graduates, 41–72
- additional advanced degrees of, 50–51
- average tenure per company, 57t
- career enablers, 70f
- career path after HBS, 51–57
- career satisfaction, 58–68, 59f
- demographics, 43–44
- educational path before HBS, 45–51
- experiences of, ,
- first jobs, 51, 52t
- functional concentrations, 55–56, 56f
- impact of gender leaving HBS and looking back on career, 60t
- impact of race leaving HBS and looking back on career, 61t
- industry concentrations, 42–43, 51–55, 53f, 54f
- men’s undergraduate majors, 49–50
- mobility of, 56–57
- notable black alumni, 34–35
- number of, by class year, 44f
- number of companies following MBA, 57t
- percentage of all MBA alumni, 41
- perseverence of, 42
- personal networks and, 42
- place and, 42
- professional credentials, 42
- reaching upper management, 68–71, 69t
- top ten current employers of, 55t
- undergraduate college, 45–49, 46f
- undergraduate majors, 49–50, 50f
- women’s undergraduate majors, 49–50
- Harvard Business School (HBS) Leadership Initiative, 42
- Harvard College, early black graduates of, 25–26
- Harvard Corporation, 34
- Harvard Law School Career Study (HLSCS), 76
- Harvard Law School (HLS) Black Alumni Survey 2000, 76
- Harvard Law School (HLS) Black Alumni Survey 2016, 76
- attitudes on racial progress, 104–108, 105t
- black first-year enrollment 2000–2016, 80t, 81f
- career satisfaction, 99–104, 100t, 101t, 102t, 103t
- current jobs, 85–87, 86f, 95t
- data and methods, 77–78
- distribution of gender by cohort, 79t
- enrollment of black women and black men at, 78–82
- experiences of black graduates of, ,
- firm management, 92–94
- firm size, current job, 88–89, 88t
- firm size, first job post-Harvard Law School, 84–85, 85t
- first jobs post-Harvard Law School, 82–84, 82t
- future for black alumni, 108–110
- Harvard Business School black graduates receiving JD from, 50
- importance of external factors to career advancement, 98t
- importance of internal career advancement opportunities, 97t
- job changes, 94–96
- law firm partnership, 89–92, 90t, 92t
- law school enrollment statistics, 78–82
- notable black graduates of, 74–75
- obstacles facing black female graduates of, 75
- race and career advancement, 96–99
- Harvard University, 369
- hate crimes, increase in, , 67
- hate groups, increase in, 67
- Haynes, Ulric St. Clair, Jr., 33
- HBO, 34
- “H-bomb effect,” 98, 109
- health-care executives seeking to maximally engage minorities, advice for, 202–203
- health-care professions, developing and retaining diverse talent, 189–206
- current study, 192–194
- facilitators of success, 194–198
- implications of career inhibitors, 200–201
- inhibitors of success, 198–200
- participant’s suggestions, 201–203
- recommendations, 203–205
- research on diversity and health-care professionals, 190–191
- health-care sector. See also black health-care workers, perception of diversity management
- diversity initiatives in, 178–179
- diversity programs in, 12–13
- percentages of blacks in, 177
- retention and development of diverse talent in, 13
- Heifetz, R. A., 305
- Herndon, Norris B., 28
- Hewlin, Patricia Faison, 11, 135, 143
- A Hidden Wholeness (Palmer), 415
- higher education. See also black women as change agents in the white academy; universities
- diversity and inclusion officers in, 375, 379–381
- Hill, C., 225
- Hill, Lauryn, 282
- Hill, Linda A., , , 35
- Hispanics. See also health-care professions, developing and retaining diverse talent
- affinity fraud and, 391
- differences in career outcomes, 161, 166
- historically black colleges and universities (HBCUs)
- Harvard Business School black graduates who attended, 45–49
- nurturance of black students at, 411–413, 412t, 413t
- role played in educational landscape,
- Hodge, Teresa, 396
- Hoke, B., 255
- Holloway, Elizabeth L., 14
- Home Depot, 331–332
- hooks, Bell, 249, 254
- Howard, T. C., 227
- Howard University, 46
- Howard University School of Law, 74, 79
- Hrabowski, Freeman, 367–368
- human capital theory, 345
- Hurston, Zora Neale, 359, 370
- Husch Blackwell, 93
- hyperperfectionism, implicit racial bias and, 231
- hypersexuality, black women and, 300
- hypervisibility, black women in the white academy and, 264, 265
- IAT, 66
- IBM, 51, 52
- identity, authority and, 293–294
- identity-development process, 240
- implicit bias
- black instructional coaches and, 14
- reluctance to confront, 245
- unearthing factors that feed, 248
- implicit racial bias
- critical race theory, teacher mindset, and, 227–228
- cultural mismatch in schools and, 226–227
- in health-care organizations, 191
- teacher mindset and instructional coaching and, 230–231
- imposter syndrome, black instructional coaches and, 231
- inauthenticity
- effects on career outcomes, 159–160, 159f
- minority health-care professionals and, 202
- inclusion, illusion of, 209–221
- attribution bias and, 214–215
- experiences of blacks in the finance sector and, 212–213
- isolation of black executives and, 215–217
- need for professional networks for black professionals and, 219–221
- quest for credibility and, 213–214
- unspoken expectations for black executives and, 217–219
- inclusive leadership
- defined, 399
- reducing affinity fraud and, 390–391, 398–402
- inclusive workplace, creating, 428
- industry classification of Harvard Business School black graduates by class decade, 54f
- industry concentrations of Harvard Business School black graduates, 51–55, 53f
- industry effects, facades of conformity and, 141
- industry-specific expertise in health-care organizations, lack of as inhibitor to success, 198–199
- inequality, black leaders challenging, 359–361, 362–371
- informal support systems, as factor contributing to business career success, 68, 69, 70
- ingroup favoritism, affinity fraud and, 390, 393, 394–396
- Institute of Crisis Management, 330
- institutional bias, diversity management and neglect of, 174–175
- institutionalized racism, 248
- insurance sector, as first employer for Harvard Business School black graduates and, 53
- integrative life, black millennials and principles of, 18, 411, 415–416
- intelligence, whites ratings of white and black, 64f
- Interdenominational Theological Center, 279
- intergroup bias conflict, 396
- intergroup dialogue for liberation, black women/womanist theologians leading, 14–15, 281–288. See also black women/womanist theologians
- internalized racism, 248
- interorganizational formal mentoring (IOFM), 164
- Interpublic Group,
- intersectional approach to justice, 374–375, 381–383
- intersectionality
- black authority and, 294
- black women as change agents in the white academy and, 255
- black women lawyers and, 74, 75, 81–82, 109–110
- intersectionality of race, gender, and class, black women and, 284
- interstitial spaces, black women in the white academy and, 269–270
- intraracial complexity, black women in the white academy and, 264
- investment funds, lack of black leaders in, 209–210
- investment management, as first employer for Harvard Business School black graduates, 53
- invisibility, black women in the white academy and, 264, 265
- “invisible” workload, black women in the white academy and, 262–263
- isolation within organizations, lack of black professional networks and, 215–217
- Ivy League institutions, Harvard Business School black graduates who attended, 45
- Jackson, Jesse, 300
- James, Erika Hayes, 16
- Jay-Z, 300
- JCPenney, 323, 326, 327, 331–332
- Jezebel image, 300
- Jim Crow era, 28
- job assignments
- business career success and global, 68, 69, 70f
- legal career advancement and access to, 97–98
- systematic bias in, 343
- job changes, among black lawyers, 94–96
- job development, black employees’ lack of employee engagement and opportunities for, 124–125, 128
- job fit
- coworker effects on, 158t
- engagement effects on, 160t
- inauthenticity effects on, 159t
- manager effects on, 157–158t
- racial differences in, 162t
- Johnson, G. M., 228
- Johnson, Lyndon B., 27–28
- Johnson, Ron, 331
- Johnson, Sheila, 34
- Johnson Publications, 34
- Jones, Camara, 248
- Jones, Darnell, 394–396
- Jones, Ray, 17
- Jones, Thomas Jesse, 47
- Jordan, Vernon E., Jr., 27, 35
- Joyner, Pamela, 34
- JP Morgan, 52, 55
- JP Morgan Chase, 311
- justice
- black millennials and advancement of, 18
- contemporary struggle for, 36–37
- intersectional approach to, 374–375, 381–383
- Kaepernick, Colin,
- Kahn, W. A., 116
- Kaiser Permanente, , 217
- Kalev, A., 175, 185
- Kang, J., 228
- Kelly, E., 175, 185
- Kennedy, John F., 27
- Kerner Commission report, 27
- Key Practices Could Provide More Options for Federal Entities and Opportunities for Minority- and Women-Owned Asset Managers (GAO), 209
- Kilanski, K., 175
- King, Coretta Scott, 297
- King, Martin Luther, Jr., 26, 27
- assassination of, 32–33, 428–429
- beloved community and, 409
- black authority and, 300
- on desegregation of Little Rock high school, 36
- on holding firm to moral conscience, 37
- Poor People’s Campaign and, 31
- on “promissory note,” 28
- on service to black community, 35–36
- on working for larger black community, 30
- King, Rodney, 244
- “kitchen legacy,” 254–255
- Klein, M., 292
- Knight Foundation, 210
- Knorr, M., 398
- Know Us (cross-race dialogues), 319–320
- Kraft Foods, 52
- Larry, A., 164
- law firm committees, black lawyers on, 92–93
- law firm management, black lawyers and, 92–94
- law firm partnership, black lawyers and, 89, 90t, 92t
- law firm size
- current job of Harvard Law School black graduates, 88–89, 88t
- first job post-Harvard Law School black graduates, 84–85, 85t
- Lazard, 34
- leadership
- group relations, black authority, and, 294–295
- implicit theories of, 361
- sharing path to, 219–221
- underrepresentation in health-care industry, 190
- leadership development training
- identity-based approach to, 400–401
- lack of as inhibitor to success in health-care organizations, 198–199
- leadership positions, racial composition of senior, 210
- “leaky pipeline” phenomenon, diverse health-care professionals and, 200–201
- Lee, Debra, 34, 325
- legal sector, facades of conformity in, 141–142
- legal services
- black women lawyers in, 87
- as first job for black Harvard Law School graduates, 84
- Levin, Gerald, 331
- Lewis, Aylwin, 326, 328
- Lewis, Edward, 34
- Lewis, Emmanuel Theodore, Jr. “Ted,” 29, 31, 33, 37, 43
- Lewis, John, 297
- Lewis, William M., Jr., 34
- life situation, employee engagement and manager taking into account employees’, 130–131
- life stage model for developing black leaders, 430–431t
- Limbaugh, Rush, 365
- Lincoln, Abraham, 27, 31
- Lincoln Lambert, Lillian, 29, 31, 37, 43
- line function, Harvard Business School black graduates and, 56
- line management, as factor contributing to business career success, 68, 70f
- LinkedIn, 178
- Lorde, A., 258
- Lowe’s, 332, 336
- low expectations, for students of color, 228–230
- “lumpy citizenship tasks,” black professionals and, 186, 428
- Macchia, Michelle Smith, 14
- Madoff, Bernie, 389
- Madsen, P. E., 142
- Maese, Ellyn, 11
- Malcolm X, 300, 429
- Mammy image/Mammying, 280, 300
- management positions, black employees in, 126
- management training, increasing employee engagement and, 130
- managerial employment, black-white differences in, 62, 62t
- managers
- defined, 132n2
- effects on career outcomes, 157, 157f
- feeling connected at work and support from, 156, 163
- percentage that is black, 341
- role in creating engaging workplaces, 125–126, 127–131
- managing diversity, 373
- blanket application of diversity, 379–381
- “business case” for diversity and, 375–377, 428
- managing blackness and, 374–383, 377–379
- from managing blackness to managing injustice, 381–383
- Mara-Drita, I., 175
- marginalization, as response to black authority, 304
- marginalized groups
- black leaders as role models for, 351
- response to diversity messages, 314–315
- margins, power at the, 254
- marketing, Harvard Business School female black graduates and, 55
- Mathieu, J. E., 122
- Mayo, Anthony J., , 18
- Mays, Benjamin, 36
- Maytag, 326, 329
- McAlearney, A., 164
- McCluney, Courtney L., 10, 17
- McConahay, J. B., 65
- McDonald, S., 346
- McDonald’s, 323, 326, 329, 334
- McFeely, Shane, 11
- McGee, Henry, 34
- McGuire, Raymond, 34
- McKay, P. F., 343
- McKinsey & Company, 51, 52, 55
- media and entertainment industry, black HBS alumni and, 43
- medical education
- confronting race and culture in, 245–247
- cultural competency curriculum, 246–248
- psychology supervision, 243
- mentoring
- combating isolation of black professionals and, 218
- employee engagement and formal programs for, 131
- feeling connected at work and, 155–156
- importance for diverse health-care professionals, 190–191
- mentors
- black lawyers and access to, 96, 97
- black men and women and, 69
- for black workers, 426
- as career enablers for Harvard Business School black graduates, 70f
- career outcomes and, 164–165
- defined, 152–153
- feeling connected at work and, 152, 154
- same-race, 353
- success in health-care organizations and, 194–197, 203
- Merck, 323, 326, 327
- meritocracy, avoidance of, 285
- meritocratic beliefs in the American workplace, practice of bias and,
- Merrill Lynch, 34, 52, 326, 328
- Me Too movement, 305
- Meyerhoff Scholars, 368
- microaggressions
- black women in the white academy and, 265
- effects of, 241
- recognizing, 243
- middle-management plateau, black health-care professionals and, 190
- millennials. See black millennials
- Miller, Jean Baker, 243
- Miller, K., 225
- minority followers, black leaders who leave organizations and, 348–349
- minority groups, black leaders and identification with other, 369
- minority health-care professionals, advice to those seeking to advance within health care, 201–202
- minority patients, diversity initiatives and treatment of, 180, 184–185, 186
- minority status
- diversity recruitment activities and, 217–218
- facades of conformity and, 136, 137, 138
- mission of organization, black employees’ lack of connection to, 122, 129
- Mission United (MU), 244–245, 426
- Mistry, Pranav,
- Mnuchin, Steven, 366
- mobility
- black professionals and, 174
- of Harvard Business School black graduates, 56–57
- modern racism, 65–66
- Moffitt, K., 294
- Money Management Institute, 210
- moral leadership, African American Student Union and, 33–34
- Morehouse College, 35, 36, 46
- Morgan Stanley, 34, 52, 55
- Mueller, C., 175
- Mulcahy, Anne, 331
- Murrell, Audrey, 17, 164
- mutual identification
- becoming a leader and, 360–361
- black leaders and, 364–368
- Nance, J. P., 142
- National Association for Law Placement, 142
- National Association of Colored Women, 30
- National Association of Law Placement, 89
- National Center for Public Policy and Higher Education, 411
- National Women’s Business Council, 34
- Neeley, Tsedal, 35
- networking, black lawyers and, 96–97, 98
- Never Again movement, 305
- New Birth Missionary Baptist Church (Atlanta), 398
- New Financial report, 210
- New York Times (newspaper), 332
- NFL protest movement,
- Nike,
- Nixon, M. L., 379–380
- Nkomo, Stella M., 12
- Noguera, P. A., 229
- “normalization of failure,” 229
- Obama, Barack, 37, 295
- black authority and, 300
- black leadership of, , 419
- black voters’ identification with, 365
- effect of election of on opportunities for black lawyers, 104, 107–108, 108t
- farewell address, 73
- Harris and, 34
- as Harvard Law School graduate, 75, 76
- Obama, Michelle, 75, 300
- Obama family, 429
- “obligation thesis,” 106
- Ogunlesi, Bayo, 34
- Okahana, H., 44
- old-fashioned racism, 62, 65, 67
- O’Neal, Ernest Stanley, 34, 326, 328
- O’Neal, Rodney, 326, 328, 333
- One Young World Summit, 175
- “On the Matter of Black Lives” conference, 15, 291, 294, 295–296, 305
- Opie, T. R., 146, 382, 383
- oppressed/oppressor, intergroup dialogue in liberation work of, 279–287
- organizational agility, leading in crisis and, 332–333, 336
- organizational diversity climate, success in health-care organizations and, 196t, 200, 204–205
- organizational environment/norms, authenticity and psychological safety of, 146–147
- organizational image, black leaders and, 350
- organizational-level diversity management initiatives, to retain black leaders, 352–353
- organizational racial learning orientation, developing, 319–320
- organizational values, facades of conformity and, 137
- organizations
- consequences of black leaders leaving, 349–351
- positive effects of black leaders on, 423–425
- strategy for studying race in, 67f
- “other,” in the midst of blackness, 302–303
- Otis, Clarence, 326, 328
- Our Separate Ways: Black and White Women and the Struggle for Professional Identity (Bell & Nkomo), 12
- outgroup derogation, affinity fraud and, 390, 393, 394, 396–397
- outsiderness, black women in the white academy and, 264
- Pak, K., 230
- Palmer, N., 48
- Palmer, Parker, 415
- Parsons, Richard, 34, 326, 328, 331
- The Partnership, 34, 163, 192
- Annual Workforce Retention Conference, 12, 152
- leadership development programs, 197–198
- Paths to Power: How Insiders and Outsiders Shaped American Business Leadership (Mayo, Nohria & Singleton), 42–43, 53, 69
- peer support, feeling connected at work and, 152
- Pepsi, 28
- perfectionism, black women in the white academy and, 263
- performance appraisal, systematic bias in, 343
- Perkins-Williamson, A., 164
- perseverance, as factor contributing to business career success, 70
- persistence
- black women as change agents in the white academy and, 260, 261t, 265–266
- success in health-care organizations and, 195t
- personal care products industry, black Harvard Business School alumni and, 43
- personal characteristics, success in health-care organizations and, 194, 195–196t, 198
- personally mediated racism, 248
- personhood, black women in the white academy and asserting, 267
- Petrie, Jennifer, 17
- “pet” states, black women and, 343–344
- Pew Research Center, , 48
- phenomenological studies, 12–15
- phenomenology, 12
- Phillips, K. W., 152
- Philpot, Stacy Brown, 325
- Pierce, P., 275
- pigeonholing, 196t, 425
- Polk, Shannon, 18
- Ponzi schemes, affinity fraud and, 389
- Social Capitalist investment program, 398
- Poor People’s Campaign, 31
- Porcher, Kisha, 14
- Porter, D. M., 164
- positive distinctiveness, affinity fraud and, 390, 394, 397–398
- postracial society, idea of, 429
- Powell, Colin, 300
- power
- black women in the white academy and living truth to, 270
- speaking truth to, 281
- predatory bias, 17
- prejudice, negative outcomes linked to, 66
- Price, George R., 29–30, 31, 37, 43
- Price & Associates, 30
- printing and publishing industry, black Harvard Business School alumni and, 43
- prison population, black men in, 30, 36
- private equity, as first employer for Harvard Business School black graduates, 53
- private law practice
- black lawyers migrating out of, 85–86, 94–96
- black men in, 87
- career satisfaction and, 100
- as first job for black Harvard Law School graduates, 82–83
- privilege
- discussion guidelines on, 249–250
- as response to black authority, 304
- procedural justice, employee engagement and, 129
- Procter & Gamble, 52
- professional development as black female educator, 248–249
- professional identities constructed by black women, 12
- professional relationships, law firm environment and importance of developing, 143–144
- professional success, defined, 194
- professional success in health-care organizations
- facilitators of, 194–198
- inhibitors of, 198–201
- Provolt, Laura, 16
- psychodynamics of black authority, 291–305
- black archetypes of authority, 299–302, 304
- cycles of containment, 304f
- generational complexity and, 296–299, 303
- group relations, black authority, and leadership, 294–295
- identity gains foothold, 293–294
- implications, 303–305
- levels of organizational analysis, 295f
- “On the Matter of Black Lives” conference, 291, 294, 295–296, 305
- the “other” in the midst of blackness, 302–303
- theoretical framework, 292–293
- psychological safety
- defined, 399
- inclusive leadership and, 399
- promoting, 428
- psychology of black inclusion, 312–315
- public interest
- black women lawyers and, 87, 96
- as first job for black Harvard Law School graduates, 84
- Purdie-Greenaway, Valerie, 15
- PWC, , 52
- quality work, black employees’ belief that coworkers do not commit to, 122, 124
- QualtricsTM, 140
- quantitative and qualitative studies of the black experience, 8t
- Quarles & Brady, 93
- Rabelo, Verónica Caridad, 17
- race
- black inclusion and building knowledge about, 318–319
- confronting in medical education, 245–247
- discrimination and disadvantage and, 74
- discussion guidelines on, 249–250
- diversity management and, 174–176
- effect on legal careers, 96–99
- employee engagement and, 121–125, 154, 155
- facades of conformity by, 141f
- impact on careers of Harvard Business School black graduates and, 58–61, 61t
- Mission United and addressing racial concerns, 244–245
- persistence of as divisive force in American society, 73
- relationships, engagement, and authenticity and, 161–163, 166
- whites’ attitudes toward racial principles, 63f
- race-based affinity fraud. See affinity fraud
- race-based tournaments for leadership, 361
- race-intelligent inclusion, 316
- race relations, American public opinion on, 2–3
- “race silence,” 317
- #RaceTogether initiative, 376, 377
- racial composition, of senior leadership positions, 210
- racial differences
- in career outcomes, 162f
- in relationships, engagement, and authenticity, 161f
- racial discord, increase in,
- racial dissimilarities, relationships and acknowledging, 243
- racial hostility, reluctance to confront, 245
- racial justice work, intergroup dialogue for, 281–288
- racial learning orientation, organizational, 319–320
- racial progress, black lawyers and attitudes on, 104–108, 105t
- racism
- adverse, 65
- ambivalent, 65
- discussion guidelines on, 249–250
- in health-care organizations, 191
- institutionalized, 248
- internalized, 248
- modern, 65–66
- old-fashioned, 62, 65, 67
- personally mediated, 248
- strategy for studying in organizations, 62–68, 67f
- subtle, 65, 67
- symbolic, 65
- Ragins, B. R., 164
- Raines, Franklin, 34, 326, 328
- Ramarajan, Lakshmi, 17
- real estate, as first employer for Harvard Business School black graduates, 53
- reciprocity, black women as change agents in the white academy and cultivating, 265
- recruiting committee, black lawyers on law firm’s, 92–93
- reinvention, crisis leadership and, 334
- relational cultural theory (RCT), 240, 243–244, 424
- relational experience and development of black leadership, 239–251
- confronting race and culture in medical education, 245–247
- future directions, 249–251
- lessons for black leaders, 251
- Mission United, 244–245
- one woman acknowledging her white privilege, 242–243
- one woman discovering her blackness, 241–242
- professional development as black female educator, 248–249
- relational cultural theory, 240, 243–244
- teaching about culture, racism, and socially responsible medicine, 247–248
- relationships
- feeling connected at work and, 155–159, 163
- race/ethnicity and, 161–163, 161f
- success in health-care organizations and supportive, 194, 195t
- resilience, crisis leadership and personal, 334, 336
- Reskin, Barbara, 66
- Rice, A. Kenneth, 293
- Rice, Condoleezza, 300
- Rice, Linda Johnson, 34
- rigor, black women in the white academy and valuing, 267
- Rioch, Margaret, 293
- RISE San Diego Leadership Fellows, 295, 305
- Risking Self, black women as change agents in the white academy and, 260, 261t, 262–263
- Roberson, L., 66
- Roberts, Laura Morgan, , , 12, 13, 18
- Robinson, Aspen J., 16
- Robust Sense of Self, black women’s, 256, 258–267, 259f, 261t
- Rogers, Desiree Glapion, 34
- Rogers, John W., Jr., 34
- role models
- loss of when black leaders leave, 350
- success in health-care organizations and, 194
- Rosette, Ashleigh, 214
- Roth, Michael,
- Rothbard, N. P., 152
- Rowley, L. L., 427
- Ruffin, George Lewis, 74
- Ryan, Tim,
- Saks, A. M., 118, 120
- same-race mentorship, 353
- Samuels, Karen, 14
- sanctioned radicals, black leaders as, 369
- Sapphire image, 300
- Sargsian, K., 398
- schools. See also black instructional coaches; teachers
- cultural mismatch in, 226–227
- low expectations for students of color in, 228–230
- Schultz, Howard, 376
- Sears/Kmart, 326, 328
- Securities and Exchange Commission, 398
- Seegars, Lumumba, 17
- Seeing and Naming the Whiteness of the Academy, black women as change agents in the white academy and, 260, 261t
- self
- black women in the white academy and risking, 260, 261t, 262–263
- black women’s robust sense of, 256, 258–267, 259f, 261t
- self-care, for black instructional coaches, 234
- self-employment
- black leaders who leave organizations for, 346–348
- as first employer for Harvard Business School black graduates and, 54–55
- self-help, black Harvard Law School graduates and support for, 106
- sentience, as response to black authority, 304
- “separate self” identity-development process, 240
- Shockley, Muriel E., 14
- Shoney’s restaurant, modern racism and, 65
- Showing Up for Racial Justice, 283
- Slind, M., 318
- Smith, Denise Young, 175
- Smith, Robert, , 35, 215
- smoldering crises, 330
- snowball sampling, 178
- Social Capitalist investment program, affinity fraud and, 397–398
- social identity, affinity fraud and, 389
- social identity theory, common identity model and, 401
- social identity threat, 314
- social networks, success in health-care organizations and, 197
- social networks in hiring, black leaders and, 345–346
- social processes, naming, 257–258
- societies, positive effects of black leaders on, 423–425
- Soul 2 Soul antiracism program, 14–15, 280, 281–284, 426
- black women and, 284–287
- conceptual underpinnings of, 284–288
- womanist ontology and, 287–288
- Southern Christian Leadership Conference, 286
- Southern Poverty Law Center, 67
- Spelman College, 46
- sponsorship, combating isolation of black professionals and, 218–219
- staff function, Harvard Business School black graduates and, 56
- Standard & Poor’s, 325
- Starbucks, 325, 381
- anti-bias training, 375, 377
- “business case” for diversity and, 376–377
- #RaceTogether initiative, 376, 377
- Supplier Diversity Program, 376
- Third Place, 377, 383n1
- startups
- black professionals leaving finance sector to start own, 212
- lack of black leaders in, 209
- State of the American Workplace (Gallup), 118
- status quo, black millennials challenging, 414–415
- Steele, Michael, 365
- Stephenson, Randall,
- stereotyped images of black women, 300–301
- stereotype threat, black executives and, 66
- stereotyping, as obstacle to success in health-care organizations, 196t, 200
- Stewart, Maria W., 284
- Stone, Pamela, 75
- Stone Center, Wellesley College, 240
- Stormer, F., 138
- strategy, Harvard Business School female black graduates and, 55
- Strong Black Womxn, 280
- students, black women in the white academy and responsibility to, 266, 270
- subtle racism, 65, 67
- sudden crises, 330
- Sugiyama, K., 400
- Summit Management Company, 395
- Supplier Diversity Program (Starbucks), 376
- Sweatt v. Painter, 142
- Symantec, 326, 329
- symbolic covert conflict, facades of conformity and, 138
- symbolic racism, 65
- Tajfel, H., 393
- talent “ecosystem” of African Americans, 13
- TaskRabbit, 325
- Tate Americans Foundation, 34
- Tavistock Institute, 293
- Taylor, Ephren, 397–398
- Taylor, Flora, 15
- teacher mindset
- affecting instructional coaches, 230–234
- critical race theory, implicit bias, and, 227–228
- teachers. See also black instructional coaches; white teachers
- implicit racial bias and, 224–225
- Teddy-bear effect, 343
- Ted Talks
- most popular, 7t
- people of color among twenty-five most popular, ,
- tempered radicals, black leaders as, 369
- tenure per company, of Harvard Business School black graduates, 57t
- theologians. See black women/womanist theologians
- theology, defined, 287
- Thinkers50,
- 2017 list, 6t
- Third Place (Starbucks), 377, 383n1
- “This Is America” (Gambino), 282
- Thomas, Clarence, 300
- Thomas, David, 10, 35, 162, 175, 214, 305, 348
- Thomas, Kecia, 16
- Thomas C. Dolan Executive Diversity Program, 191
- Thompson, Don, 323, 326, 329, 334
- Thompson, John, 34, 326, 329
- “threat” states, black women and, 343–344
- TIAA-CREF, 323, 325, 326, 327, 329, 332
- Time’s Up movement, 305
- Toigo Foundation, 13, 211, 212, 220–221
- tokenism, 66, 151, 344
- Toldson, I. A., 48
- Toolkit for Teaching about Racism in the Context of Persistent Health and Healthcare Disparities (Edgoose, et al.), 249–250
- topography of the white academy, critiquing, 264
- top-one-hundred national universities, Harvard Business School black graduates who attended, 45
- total quality management movement, 221
- Toward a New Psychology of Women (Miller), 243
- Townes, E., 287
- training and education, success in health-care organizations and, 194, 195t, 197–198
- Trump, Donald J., 67, 295, 366, 367
- truth to power
- black women in the white academy and living, 270
- Soul 2 Soul and speaking, 281
- Tubman, Harriet, 259
- Tucker, Carolyn, 241
- Turner, J., 393
- turnover. See also black leaders who leave organizations
- coworker effects on, 158–159, 158t
- engagement effects on, 160t
- inauthenticity effects on, 159–160, 159t
- low employee engagement and, 121, 124
- manager effects on, 157–158, 157t
- racial differences in, 162t
- 2BU (Black and Brown Union), 305
- Tyson, Bernard J., , 217
- Ujima, 409–416
- Ullman, Myron E., III, 332
- undergraduate college, of Harvard Business School black graduates, 45–49, 46f
- undergraduate majors, Harvard Business School black graduates, 49–50, 50f
- unemployment, consequences of for black leaders who leave, 344–346
- United States, Harvard Business School black graduates from, 44
- US Census, 415
- United States Government Accountability Office, 209
- U.S. News & World Report (magazine), 89
- universities. See also historically black colleges and universities (HBCUs); white academy
- attended by Harvard Business School black graduates, 45–49
- developing infrastructure to nurture black students, 18, 410, 411–413
- diversity and inclusion (D&I) officers in higher education, 375, 379–381
- University of Florida, 241
- University of Maryland–Baltimore County, 367–368
- upper management
- defined, 72n16
- Harvard Business School black graduates in, 68–71
- value-in-difference training, 314
- value-in-equality approach to black inclusion, 314–315, 316–317
- van Esch, C., 400
- Vaulting the Color Bar report, 218
- veiled sabotage, facades of conformity and, 138
- visibility, black women in the white academy and, 264, 265
- Vista Equity Partners, 215
- voice, black women in the white academy and exercising, 261t, 266–267, 269
- Voting Rights Act of 1965, 27
- Walker, Darren, 35
- Walker, Maureen, 251
- Wallace, George, 27
- Wall Street Journal (newspaper), 325
- Walmart’s Sam’s Club, 325
- Ward, Lloyd, 326, 329
- Washington, Ella F., 11, 12, 166
- Washington Post (newspaper),
- Waters, Maxine, 300, 366
- Watson, Maurice, 93
- wealth gap, , 30, 346, 413
- Wealth Tour Live seminars, 397
- well-being, unemployment and, 346
- Wellesley College, 240
- Wells, L., Jr., 292, 294
- Wells, Ted, Jr., 34
- Wells Fargo, 55
- West, Cornel, 296, 300
- Western Electric Company, 116
- Wharton, Clifton, Jr., 325, 326, 329, 332
- Wharton Business School, 416
- white academy. See also black women as change agents in the white academy
- black faculty in, 342
- black women in, 260–261
- as hostile environment for black women, 263
- seeing and naming the whiteness of the academy, 261t, 263–265
- “White Allies: Current Perspectives” (Sue), 248
- white ally, 244, 246, 248
- white doctors, stereotypes of black doctors and, 180
- white environments, black professionals in predominantly, 176–177
- white guilt, 285
- white outgroup
- black leaders’ mutual identification with, 361–362, 363, 364–368
- challenging inequality and, 370
- white privilege, 240, 247
- acknowledgment of, 242–243
- white professionals, pushback on diversity trainings from, 175–176
- whites
- attitudes toward racial principles, 63f
- career satisfaction of Harvard Business School graduates who are, 58, 59
- ratings of whites’ industriousness and intelligence compared to blacks, 64, 64f
- white surveillance, 303
- white teachers, black instructional coaches and, 230–234
- “Why Race and Culture Matter in the C-Suite” (McGirt), 209, 214, 217
- Wiley, Benaree “Bennie” Pratt, 34
- Wilkins, David B.,
- Williams, C., 175
- Williams, Maxine, 19
- Williams, Roger, 326, 329
- Williams, Whitney, 18
- Willis, A. Leroy “Roy,” 30, 31, 33, 37, 43
- Wilson, Benjamin F., 93
- Wilson, William Julius, 26–27
- Winfrey, Oprah, , 34, 300
- Wingfield, Adia Harvey, 12, 138, 139, 205
- womanism, 14, 279
- womanist theology, 286, 287–288. See also Black women/womanist theologians
- womanist theorizing, 424
- women. See also black women; gender
- employee engagement and, 121
- leadership roles for organizations in crisis and, 324
- The Women and Men of Harvard Law School: Preliminary Results for the HLS Career Study, 76
- Women’s March, 305
- Wooten, Lynn Perry, 16, 18
- Wooten, Melissa E., , 46–49
- workplace discrimination, exploring racist history of, 383
- workplace engagement. See employee engagement
- Wright, Deborah, 34
- Wright, Josiah, 409
- Young, Andrew, 297
- Young, Harding B., 35
- Young & Rubican Brands, 34
- Zajac, D. M., 122
- ZeroCater, 334
- Zhou, E., 44
- Ziegert, J. C., 66
- Zinn, H., 239, 245
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