Influence of Mentorships on Career Progression Efforts of Women of Color in the Technology Sector

Abstract

The purpose of this study was to conduct qualitative phenomenological research to identify the effects of mentorship relationships on underrepresented women of color managers who work in the technology sector in the United States. This study used the theoretical frameworks of social exchange theory and mentor role with the specific application for women of color in technology-based roles. Using a phenomenological approach, semi structured interviews were conducted with 10 participants who self-identified as women of color, were currently working in middle- to senior-level leadership roles within the technology sector, and had at least three direct reports. The participants were selected using a LinkedIn social network or via email using professional network sources available to the researcher. The interviews were digitally recorded, transcribed, and analyzed for this study. The results of this study show that mentorship relationships play a critical role in supporting underrepresented women of color and their progression goals and efforts. Regarding the specific role of mentorship relationships, four distinct themes emerged: mentorships offer talent development prospects for mentees; provide the opportunity for mentees to seek honest, heart-to-heart advice and support from their mentors; skill development opportunities; and target support to excel in current role or projects. Further, a mentor’s psychosocial support to was identified as the leading mentorship attribute supporting women of color’s career advancement efforts. This study also found that formal mentorship programs are a valuable tool for the career progression of underrepresented women of color.