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Drawing on gender role ideology and structuralism perspectives, this study examines the impact of racial variation on the relationship between family characteristics and work–family decisions.

The study sample was drawn from the data collected by the U.S. Current Population Survey. This study used robust regression analysis to test their specific hypotheses that explore the role of racial variations on work–family decisions (measured in terms of weekly work hours).

The findings indicate that while overall men work longer hours when raising young children, both African American and Hispanic men tend to cut down on their work hours. Additionally, while marital status is associated with decreased work hours for White women, the reduction is smaller for Hispanic women. African American women actually end up increasing their work hours post marriage. Finally, while motherhood is associated with reduced work hours across racial groups, the decrease is more drastic for White women compared to their minority counterparts.

This study provides empirical evidence that work–family decision in the US African American and Hispanic households are not as strongly guided by the traditional gender role stereotypes, as is the case with White households. It also has important implications for the US employers who strive to leverage diversity and create inclusive organizations.

Given the increased population diversity in the USA, this study highlights the need to better understand the role of racial variations on the work–family decisions.

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.

African American men and women suffer from health problems such as hypertension, cardiovascular disease, diabetes, AIDS, sickle cell anemia, and various forms of cancer, often at a higher rate than the rest of the population. There is a need for information about these and other health problems affecting this particular community. This annotated bibliography includes recent articles, books, Internet resources, and Web sites. The audience for this essay includes the layperson, health‐care professionals, and information specialists who wish to provide information to patrons on these important health issues.

Outlines the Equal Employment Opportunities Commission’s definition of sexual harassment before looking at the reactions and effects of being sexually harassed. Considers why men harass and in particular the African‐American perception of harassment. Covers the issue of race as a barrier and the Title VII regulations of the Civil Rights Act 1964. Concludes that there are a disproportionate number of African‐American cases of sexual harassment and proffers some suggestions for this situation.

The purpose of this research was to examine the relationship between attitudes toward women and managerial ability of African Americans. African American males were compared with African American females on both the Attitudes Toward Women Scale and the Supervisory Ability Scale. No differences were found between the groups regarding supervisory ability. However, significant differences were found between males and females on the AWS scale. According to their score on the AWS scale, males were divided into those who had traditional views of the roles of women and those who held liberal views of the roles of women. Those characterized as liberal had a significantly higher score on the Supervisory Ability Scale than those characterized as traditional. These findings imply that as more able African‐American males advance in management, African‐American females may fare better than at present.

This study examined the career attainment of managerial women and minorities in an internal labor market. The interactive effects of age, gender, and race were examined on the career attainment levels of women, African‐Americans, Asian‐Americans and Hispanics. A sample of 7,084 US managers was studied; 3,456 women and minority managers were compared to 3,628 white male managers who entered the firm in the same year and in the same department. Consistent with previous research, women and minorities experienced lower career attainment than white males in this sample. Results suggest that minority women do not experience the “double jeopardy” associated with belonging to two classes of protected characteristics; nor the “triple jeopardy” of age, race and gender.

Dr. Anna Julia Cooper was an early, radical educational pioneer who asked why African Americans were perceived as problematic to society and subjected to economic biases (Berry, 2006; May, 2007) Her life spanned the period of the Civil War to the dawn of the Civil Rights Movement ,. Reflecting on the Dred Scott decision of 1850 further solidified Cooper’s mindset about dominant, powerful Caucasian men. Cooper’s economic views are examined through legislation continuously tolerating African Americans as economic property for profit, the underemployment of African-American women, women as economically oppressed, and the institutionalization of racism in churches and education which contributed to the success of industry.

Knowing how to target the African‐American market effectively is of great importance, as this segment has different values, needs and wants, and buying power. This study explores the initial stages of the decision‐making process of African‐American mothers who have a child or children under the age of seven who wear play‐wear. This study identifies children's clothing needs, advertising information used in the search process, stores searched and frequency of shopping, and the types of fabric and decorations preferred by the mothers. The findings from the focus group interviews suggest that African‐American mothers have unique needs to be met for their children's clothing. They rely on external search with an emphasis on magazines. They prefer cotton fabrics and decorations representing flowers or animals.

The purpose of this paper is to present a review of diversity management research published in hospitality and tourism-specific and business discipline-based journals. The study objectives include attempting to assess the progress of diversity management research in hospitality and tourism, identifying gaps between the general business diversity management literature and the hospitality and tourism literature and providing hospitality and tourism scholars with suggestions to advance knowledge in diversity management.

The study is a critical review of the existing diversity management literature in the general business and hospitality and tourism disciplines in an attempt to identify gaps and make suggestions for expanding this knowledge in the hospitality and tourism fields.

There are significant gaps between the diversity management scholarship conducted in hospitality and tourism disciplines and the general business field. Diversity management research in general business is far more in-depth and uses sociological and social psychological theoretical frameworks.

There are lessons to be learned from the general business literature that uses strong theoretical foundations deeply grounded in sociological, psychological, social-psychological and management theories. The general management literature also explores the conditions under which diversity management adds value or creates challenges for organizations.

The hospitality and tourism industry has employed large numbers of ethnic minorities, women and members of the lesbian, gay, bisexual and transgender community for decades. As such, it is critical that scholars explore the implications of such a diverse workforce not only on organizational outcomes, but also on individual and group performance. The general business diversity management research suggests that workgroup composition can influence individual and group performance, as well as the quality of co-worker relationships. Given the team-oriented, interdependent nature of work in the hospitality and tourism industry, it is imperative that researchers conduct studies that help practitioners understand the most effective perspectives and approaches to diversity management.

The critical literature review demonstrated that there is extremely scarce research on diversity management focusing on employees with disabilities. It is imperative to shed more light on best diversity management practices, workplace etiquette of this under-represented group of employees and their interaction with their co-workers.

This study’s results provide insight into areas of exploration that can significantly enhance the scholarship on diversity management in the hospitality and tourism literature.

The specific aims for this paper are to deal with the conflicting research findings associated with the factors that influence the success of female leaders while using race (African American) as the core variable in this paper.

A literature review was done. An empirical survey was designed and pre‐tested for face validity, relevance, clarity of items, and ease of administration and response. Two versions of the survey were pilot tested with two focus groups.

The analysis centered on racial differences between Caucasian and African American female leaders. Chi‐square test was used for the primary original data, and t‐test for the mean subgroup scores obtained in Likert‐type items. The primary finding is that while Caucasian women and African American women face similar gender obstacles, the factors that determine their paths to success differ significantly.

The present study provides an excellent starting point to infuse race into the gender equation model regarding female leaders in organizational enterprises. As the world of work becomes more gender and racially diverse, the implications are very important given the status of female leadership in a civil society.

The newness and novelty of this paper is the comparison between Caucasian and African American women leaders in the southern part of the USA. The value of this paper is the focus on the demographics of change given the history of gender and racial hostility in organizational life for this segment of the population.