Women Leaders Perceived Organizational Diversity and Their Intent to Stay in Local Government: A Qualitative Study Based in Southern California

Abstract

The percentage of women in the United States workforce continues to increase, making up 47% of the workforce in 2021. Despite the increase in women's labor force participation, women are underrepresented in leadership positions in government and are leaving at higher rates than their male counterparts. Limited research that emphasizes and addresses these organizational challenges in public service is available. The purpose of this qualitative study was to investigate the relationship between perceived organizational diversity of women leaders in local government agencies in Southern California and how it impacts their intent to stay with their current employer. The theoretical frameworks used in this study were Herzberg’s motivational theory and public service motivation. Semistructured interviews were conducted with participants to gather qualitative data. Using purposeful sampling, 12 women in leadership roles in Southern California were recruited for voluntary participation. The data indicate that women leaders’ intent to stay in local government are influenced by their perceptions of gender and racial diversity, equal access, organizational focus on diversity, inclusion, and antiracism, organizational commitment to inclusive training and development programs, professional networking and engagement opportunities, and authentic leadership valuing diverse perspectives, and increasing a sense of belongingness. As this study was delimited to Southern California, further research including other geographic areas, social identity theory, or authentic leadership regarding women’s intent to stay in local government is recommended. The research findings may serve as a guide for human resource professionals in public service in developing diversity and inclusion strategies to retain women in leadership roles.