Healthcare Leadership of Color: Understanding How Elements of Setting Impact Perspectives of Healthcare Leaders. A Microethnography of an Interdisciplinary Rehabilitation Center.

Date of Award

6-2025

Degree Name

Doctor of Philosophy

Department

Interdisciplinary Health Sciences

First Advisor

Diane Powers Dirette, Ph.D.

Second Advisor

Mary D. Lagerwey, Ph.D.

Third Advisor

Kieran Fogarty, Ph.D.

Keywords

Diversity and inclusion, healthcare leadership, inclusive leadership, intergroup contact theory, race and ethnicity, stereotype threat

Abstract

Racial and ethnic diversity in healthcare leadership has been indicated as a tenable approach to dismantle structural barriers to care that perpetuate health disparities for marginalized persons of color in the US. Nevertheless, leaders of color remain underrepresented in multiple clinical professional, upper-level management, and executive roles in the US healthcare arena.

Policy has been used both historically and currently as a recurring barrier to access for persons of color seeking healthcare leadership roles. Literature consistently shows however, that equitable representation and inclusion of members within organizations occurs most successfully under leadership that is inclusive and racially and ethnically diverse.

This study undertakes qualitative, microethnographic examination of a healthcare organization predominately led by individuals from racial and ethnic communities of color, historically underrepresented in healthcare.

Leaders in this work setting experience a sense of belonging based on racial and ethnic identity that is greater than that experienced in external work settings. Leaders describe an environment in which their talents and capabilities are valued, enabling a greater expression of achievement and advancement. Leaders express a comparison to prior work experiences in external settings in which their administrative talents and skills were underutilized and were perceived as a threat to workplace leadership.

Healthcare leaders in this setting articulate ambivalence toward race and ethnicity-based policy, yet demonstrate an internal setting characterized by administrative support and recognition of individuals’ capabilities and contributions. Participants describe elements of equal status as being important to advance racial and ethnic representation in healthcare leadership via increased access and opportunity through financial capital, education, and representative modeling and mentorship.

Access Setting

Dissertation-Abstract Only

Restricted to Campus until

6-1-2035

This document is currently not available here.

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