Abstract
Background: As gender barriers continue to dissolve due to women’s empowerment and the growth of the industrial economy, more women are entering the workforce. This shift calls for the evolution of theoretical frameworks to address gender dynamics, particularly through literature focused on Black women's experiences of their intersectional identity. With Black women now occupying roles in industries traditionally dominated by men and/or White people, it is crucial to examine how bias serves as an obstacle to their career advancement.
Methodology: The review utilised Arksey and O’Malley’s five-step framework for conducting a scoping review. These steps include identifying the research question, searching for applicable studies, selecting relevant studies, extracting and analysing the data, and finally, reporting the results. A literature search across multiple databases was performed, adhering to the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines to screen and identify studies specifically focused on bias against Black women in the workplace. As a result, 26 qualitative journal articles, published between 2015 and 2022, were deemed eligible for inclusion in the scoping review.
Findings: The bias Black women experienced often manifested as microaggressions that hindered their career progression significantly. These microaggressions were rooted in stereotypical ideologies, fuelling prejudicial beliefs and resulting in discriminatory behaviour. To navigate these challenges, many Black women engaged in identity shifting, which is a nuanced process of managing how they portray themselves and are perceived in the workplace.
Conclusion: Addressing the structures that perpetuate the cycle of disadvantage against Black women calls for societal intervention, particularly through the recognition and validation of their experiences with bias. This underscores the need for further research to uncover and address the mental models that drive biased behaviour toward Black women. With the hope of cultivating a culture of diversity, equity and inclusion which informs organisational practices and enhances workplace experiences for Black women.