Blk Exec 2016

The underrepresentation of Black Male Executives in

Corporate America.

By Harry E. Sloan

The underrepresentation of Black Male Executives in Corporate America.

By Harry E. Sloan

11/14/2015

copyright 2006 www.brainybetty.com; All Rights Reserved.

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Overview

The purpose of the project

Rationale: Statement of the problem Goals & Objectives

Strategies

History & Background

Final results

The purpose of this written project is three-fold: 1) to discover the profile of the Black male senior executive in the Fortune 500 companies; 2) to identify the perceived inhibiting factors that may have led to the under-representation of Black male senior executives and CEOs in corporateAmerica; and 3) to explore the motivating factors (enablers) that may have assisted Black maleexecutives in reaching the top in the Fortune 500 companies.

Purpose:

The purpose of this written project is three-fold: 1) to discover the profile of the Black male senior executive in the Fortune 500 companies; 2) to identify the perceived inhibiting factors that may have led to the under-representation of Black male senior executives and CEOs in corporate

America; and 3) to explore the motivating factors (enablers) that may have assisted Black male

executives in reaching the top in the Fortune 500 companies.

Purpose:

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RATIONALE: Statement of the problem.

There is an underrepresentation of Black male Executives and CEOs in

the Fortune500 companies in corporate America.

RATIONALE: Statement of the problem.

There is an underrepresentation of Black male Executives and CEOs in the Fortune

500 companies in corporate America.

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Goals & Objectives The experiences of these Black executives should help set

the stage to determine: What is the profile of the Black male executive at Fortune

500 companies? What are the biggest inhibitors contributing to the lack of

success of Black male executives in the Fortune 500 companies? In particular, what are the biggest factors

leading to the underrepresentation of Black male executives and Black males who are I the position of CEO at Fortune

500 companies?

What are the biggest motivating factors (enablers) contributing to the success of Black males in reaching

executive positions at Fortune 500 companies?

STRATEGIES1. Share findings with minorities, the majority group, women, and corporate leaders. Theproper exposure could enhance minority executive mobility in corporate American. There is onlylimited exposure of statistical data on what positions Black males hold in senior and executivemanagement in corporate America (Thomas, 2001).2. Executive management needs to ensure minorities and womens exposure to powerfulmentors and other enablers in the corporations. Studies have shown that future leaders can begreatly enhanced by the proper support from the current leaders (Shea, 1992).3. Leaders in corporate American should work diligently to minimize, if not eliminate,the Good-Old-Boy system in favor of an equitable and flaxen system that is possible for allwho have the ability and will to move up regardless of color, religion, o gender.4. Additional studies need to be conducted on the subject; for example, expansions of thisstudy into the Fortune 1000 companies. This process could support a bette environment towarddiversity in corporate America for Senior level management.5. Black male executives, other minorities, and women should utilize this study toheighten their awareness of the known pitfalls that they may encounter in corporate America.This finely-tuned awareness could help lessen the burden for minorities in their continued uppermobility.6 This study could be used to illustrate some of the unfortunate treatment

STRATEGIES

1. Share findings with minorities, the majority group, women, and corporate leaders. The

proper exposure could enhance minority executive mobility in corporate American. There is only

limited exposure of statistical data on what positions Black males hold in senior and executive

management in corporate America (Thomas, 2001).

2. Executive management needs to ensure minorities and womens exposure to powerful

mentors and other enablers in the corporations. Studies have shown that future leaders can be

greatly enhanced by the proper support from the current leaders (Shea, 1992).

3. Leaders in corporate American should work diligently to minimize, if not eliminate,

the Good-Old-Boy system in favor of an equitable and flaxen system that is possible for all

who have the ability and will to move up regardless of color, religion, or gender.

4. Additional studies need to be conducted on the subject; for example, expansions of this

study into the Fortune 1000 companies. This process could support a better environment toward

diversity in corporate America for Senior level management.

5. Black male executives, other minorities, and women should utilize this study to

heighten their awareness of the known pitfalls that they may encounter in corporate America.

This finely-tuned awareness could help lessen the burden for minorities in their continued upper

mobility.

6. This study could be used to illustrate some of the unfortunate treatment Black males

have experienced in corporate America; and the lack of sensitivity to human beings that have

resulted in the current under-representation of senior executives in corporate America for Black males, other minorities and women.

11/14/2015


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History & Back ground:

In 1999 Franklin D. Raines became the first Black male to head a Fortune 500

company. As of today there are only 4 black male

CEOs Blacks consists of only 2.5% of top exec

jobs out of 34 million. Black women represent 25% of the 265 black execs in Fortune 500 companies. In 1995 97% of all male execs were

white.

RESULTS:

1.What is the profile of the Black male executives in the Fortune 500 corporations?

Over 78% of the participants came from a two-parent family structure. Literature shows

that the demographics of the two-parent family structure for the participants are dissimilar to the

general population. For example, the national average for two-parent family structure is 91%, as

compared to the participants at 78% (U.S. Census Bureau, 2000). However, the single-parent

family component of the participants (17.2%) compares favorably with the national average of

18.5% (U.S. Census Bureau, 2000). Additionally, the marital status of the participants is 66% as

compared to 89% for White male executives (U.S. Census Bureau, 2000).

RESULTS: What were the top three inhibitors

that the participants personally experienced in

reaching the top in corporate America? Over two-thirds (68%)

of the participants felt that the top inhibitor for Black male executives

was the White male system looking to maintain status quo.

RESULTS:

The third highest inhibitor percentage (46%) was racial stereotyping. This finding is

supported by research done by Sue and Sue (1990) and Cross (1991). They found that racial

stereotyping played a significantly negative role in the development of Black males. An

additional confirmation can be seen in the research of Cobbs and Turnock (2003). They argued that Blacks still find it difficult to acquire

powerful and influential mentors

http://www.blackentrepreneurprofile.com/index.php?eID=tx_cms_showpic&file=uploads%2Fpics%2FClarence_Otis.jpg&width=500m&height=500&bodyTag=%3Cbody%20bgColor%3D%22%23ffffff%22%3E&wrap=%3Ca%20href%3D%22javascript%3Aclose%28%29%3B%22%3E%20%7C%20%3C%2Fa%3E&md5=367acd7109e840747fb7ad0ee0e43344http://www.blackentrepreneurprofile.com/index.php?eID=tx_cms_showpic&file=uploads%2Fpics%2FkennethChenault.jpg&width=500m&height=500&bodyTag=%3Cbody%20bgColor%3D%22%23ffffff%22%3E&wrap=%3Ca%20href%3D%22javascript%3Aclose%28%29%3B%22%3E%20%7C%20%3C%2Fa%3E&md5=6061c026effa3f62820b1c59d05dbac8http://www.blackentrepreneurprofile.com/profile-full/archive/2009/july/article/rodney-onealhttp://www.blackentrepreneurprofile.com/profile-full/archive/2006/january/article/ronald-a-williams

It doesn't matter who you are, where you come from.

The ability to triumph begins with you. Always.

- Oprah Winfrey

Slide Number 1OverviewSlide Number 4Goals & ObjectivesSlide Number 6History & Back ground:RESULTS:RESULTS:RESULTS:Slide Number 11Slide Number 12

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Blk Exec 2016