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, 5
  • 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, 5, 8, 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, 3, 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, 3
  • 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
  • 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), 9, 74
  • CEOs. See also under black CEOs
  • diversity efforts and, 3
  • 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, 2
  • 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
  • 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, 9
  • 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., 8
  • 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, 7, 9
  • 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, 7, 9
  • 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, 3, 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., 5, 6, 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, 9
  • 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, 3
  • 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, 4
  • Kahn, W. A., 116
  • Kaiser Permanente, 3, 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., 9, 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, 3
  • 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, 5
  • 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, 4
  • Nike, 4
  • 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, 2, 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, 2, 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, 3, 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, 2
  • 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, 1, 9, 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, 3
  • Rothbard, N. P., 152
  • Rowley, L. L., 427
  • Ruffin, George Lewis, 74
  • Ryan, Tim, 3
  • 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, 2, 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, 3
  • 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, 5, 7
  • 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, 5
  • 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., 3, 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), 3
  • Waters, Maxine, 300, 366
  • Watson, Maurice, 93
  • wealth gap, 2, 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., 9
  • 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, 2, 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., 9, 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
..................Content has been hidden....................

You can't read the all page of ebook, please click here login for view all page.
Reset
3.144.104.29