This paper aims to examine women leaders from diverse career backgrounds and ethnicities to discover their perspectives of their leadership roles and empowerment to determine similarities and differences among them, focusing on the perspectives of African American women.,The review process began with a comprehensive review of African American women in history in the context of leadership and empowerment. Next, a Q-sort methodology was used as a semi-qualitative approach for women leaders to rank words of empowerment and facilitate discussions among these women. The Q methodology is known for exploring issues that are correlated with individuals who are influenced with personal feelings and opinions.,The paper concludes that perceptions of leadership roles differ among the African American women leaders when compared to other ethnicities. The results support the idea that women from diverse ethnic backgrounds have different experiences in the workplace, and these experiences influence how they identify factors they perceive as beneficial to them in terms of their perspectives on leadership and empowerment. Several themes emerged for African American women leaders including being overlooked, marginalized, undervalued and unappreciated in their professions as leaders due to their dual minority status. As it is now as it was in the past, such barriers can deter or stop progression for African American women leaders.,The history of African American women in leadership roles is scantily recognized or not recognized at all. This paper highlights leadership roles and barriers for African American women currently in leadership roles in contrast to other women. The issues they face are still similar to those faced by African American women in earlier decades in spite of increased career mobility. A relatively understudied topic in leadership and management history in general, this paper provides a unique lens from which to build awareness about the leadership roles and empowerment of African American women and to effect needed change.

中文翻译：

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不同背景下的非裔美国女性领导力

本文旨在考察来自不同职业背景和种族的女性领导者，以发现她们对领导角色和赋权的看法，以确定她们之间的异同，重点关注非裔美国女性的观点。历史上的非裔美国妇女在领导力和赋权的背景下。接下来，使用 Q 排序方法作为女性领导者的半定性方法，对赋权词进行排名并促进这些女性之间的讨论。Q 方法以探索与受个人感受和意见影响的个人相关的问题而闻名。本文得出的结论是，与其他种族相比，非裔美国女性领导者对领导角色的看法不同。结果支持这样一种观点，即来自不同种族背景的女性在工作场所有不同的经历，这些经历会影响她们在领导力和赋权的观点方面如何识别她们认为对她们有益的因素。非裔美国女性领导人出现了几个主题，包括由于双重少数族裔身份而在其领导职业中被忽视、边缘化、被低估和不被重视。就像现在和过去一样，这些障碍可以阻止或阻止非洲裔美国女性领导者的进步。非洲裔美国女性担任领导角色的历史很少被承认或根本不被承认。本文重点介绍了与其他女性相比，目前担任领导角色的非裔美国女性的领导角色和障碍。尽管职业流动性增加，但她们面临的问题仍然与早些年非裔美国女性面临的问题相似。总体而言，这篇论文是领导力和管理历史中研究相对较少的主题，它提供了一个独特的视角，从中可以建立对非裔美国女性的领导角色和赋权的认识，并实现所需的变革。