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Female minorities are represented scarcely in leadership positions within STEM. Previous research focused on increasing STEM education of minorities, not exploring the underlying issues affecting these groups in the workforce. It has driven the relevance of this study, which focuses on examining the intersectional experiences of cisgender, female minority leaders on their career paths, and examines the coping mechanisms which created resilience allowing these women to rise to high-level positions in STEM. The theoretical construct used is the 360-Degree Gender Sphere, which describes the barriers that prevent women from moving up the corporate ladder. The results of the study indicate that minority women who are leaders in STEM fields did indeed face a 360-Degree Gender Sphere, in particular challenges and obstacles from direct leaders, family, gender structures, themselves, peers and social norms. Further, they were encapsulated by a “360-degree intersectionality sphere” a peripheral and tangentially related outer layer of challenges and obstacles, including cultural stereotypes, cultural micro-attacks, cultural macro-aggressions, microaggressions from the H/R environment, cultural isolation, cultural doubts, cultural naivety, cultural micro-attacks, cultural stereotypical threats and geographical cultural macroaggression. The results also showed that women overcame these difficulties by creating resilience to these challenges that influenced their practice, education and leadership. The impact of this research can be useful in the process of initiating and shaping impulses for changes in society, women’s communities, business, geopolitical formations and political systems in the world. The practical significance of this study is that it deepens the knowledge and equips minority females with information and skills for self-realization and successful career building in STEM fields.
Dawn Adams–Harmon (Tue,) studied this question.