A robust body of research examines factors affecting the likelihood that women experience increasing barriers to promotion in workplaces. However, limited research examines how racialized and gendered processes may intersect and work differently for racially and gender marginalized workers. Specifically, the processes relating to a worker’s ability to reach middle-level management positions (e.g., those managers who oversee a small group of employees) and senior-level management positions (e.g., CEOs and other executive positions) may vary based on workers’ race and gender. Using 2015 EEO-1 data collected by the U.S. Equal Opportunity Employment Commission (EEOC), we examine how the characteristics of a workplace affect Black men, Black women, White men, and White women’s share of middle- and senior-level management. We find Black women and Black men are strikingly under-represented in both middle and senior management in private-sector workplaces. Our results demonstrate that access to middle- and senior-management varies by the characteristics of the workplace and workers’ race and gender. Overall, our findings point to an important implication: Greater oversight of workplaces, including by the EEOC, is associated with marginalized race/gender groups having higher shares of management.

中文翻译：

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玻璃天花板的交叉方法：美国工作场所中高层管理人员的性别、种族和份额

大量研究调查了影响女性在工作场所晋升障碍的可能性的因素。然而，有限的研究调查了种族化和性别化过程如何交叉并为种族和性别边缘化的工人提供不同的工作。具体而言，与工人担任中层管理职位（例如，负责监督一小部分员工的经理）和高级管理职位（例如，首席执行官和其他行政职位）的能力相关的流程可能因工人的不同而有所不同。种族和性别。使用美国平等机会就业委员会 (EEOC) 收集的 2015 年 EEO-1 数据，我们研究了工作场所的特征如何影响黑人男性、黑人女性、白人男性和白人女性在中高层管理人员中的份额。我们发现，在私营部门工作场所的中层和高级管理人员中，黑人女性和黑人男性的代表性明显不足。我们的结果表明，接触中高级管理人员的机会因工作场所的特征以及工人的种族和性别而异。总体而言，我们的研究结果指出了一个重要的含义：包括 EEOC 在内的对工作场所的更大监督与具有更高管理份额的边缘化种族/性别群体有关。