Black women in America do not deal exclusively with race or gender discrimination, but many times a combination of the two. This qualitative study seeks to address how black women experience this double discrimination within their organizations’ cultures, policies, and practices. In addition, the career journeys and experiences of the participants interviewed will be analyzed in comparison to the current literature, which states mentoring, training and networking, and women-friendliness are the most effective methods to advancing women and women of color in the workplace. Ultimately, this study discovers that for those methods to work, there needs to be more structure around them and an understanding of race and gender biases on behalf of the organization and its most privileges employees.

Harriet Beecher Stowe penned Uncle Tom’s Cabin which was published in 1852. This book exposed and condemned the atrocities of slavery. Her book became a bestseller and is said to be one of the primary reasons why slavery was eventually abolished. Though slavery has been dismantled the system of oppression which allowed the marginalization of others to thrive has never been eliminated. This system established a dominant culture; one which oppresses those of African descent and has endured for centuries. Tommi’s Place retells Uncle Tom’s Cabin in contemporary corporate America. Tommi’s Place reflects that this system of oppression is still alive and well today. It exists in the form of discriminatory practices that thwart, prevent, preclude, and stop the advancement of the marginalized especially those of African descent.

This study investigated the following key areas: women in the public sphere, women in the private sphere, and how media portrayals in these areas portray women's progress in obtaining executive positions in corporate America. Topics of interest include wage differences between genders, executive placement, and attainment in board positions throughout Corporate America.

The nonparticipation of U.S. Army Reserve soldiers throughout the Army Reserve Command is a critical problem for it results in millions of dollars in lost revenue. Retaining nonparticipant soldiers is a strategic, operational, and tactical priority for Army Reserve leadership. The purpose of this phenomenological qualitative study was to determine key themes concerning the potential root causes of nonparticipation in the Army Reserve. Using Herzberg's motivation-hygiene theory, research was conducted to analyze the themes that contributed to nonparticipation, particularly lack of attendance at monthly battle assembly and extended combat training. Data were collected from telephone interviews that were conducted with 20 participants and then transcribed and analyzed using auto coding and query-based coding features. Ten themes emerged from analysis of responses to the 14 interview questions. A key result was that the participants believed that family, work, and school conflicts were barriers for soldiers not attending battle assembly or extended combat training. Further exploration of the participants' experiences and perceptions resulted in the finding that communication was not effective between the leadership, staff, and first-line leaders and nonparticipant soldiers. Six participants agreed and 11 participants strongly agreed that new policy should be written to retain and recover nonparticipant soldiers. Study findings may enlighten the chain of command in the U.S. Army Reserve about the barriers leading to nonparticipation among soldiers and about how they may improve the participation rate. Such changes may foster more teamwork while contributing to productivity in the organization and safeguarding millions of dollars withheld from Army Reserve accounts.

The purpose of this study was to explore the transfer of soft skills of women veterans to their post military career in corporate America in order to support their career success by helping them market and utilize their soft skills and experience in their post military career, and to better understand the employability issues of women veterans. Thorndike and Woodworth’s (1901) Identical Elements Theory was used to better understand how women veterans transferred learning in one context (military) to another similar context (corporate America) and their identification, marketability, and utilization of these learned soft skills to the workforce. A narrative analysis was used in this study along with a triangulation method that included semi-structured interviews, review of the participants’ resumes, and review of their current job descriptions. Credibility, reliability, and external validity were maintained throughout the study with member checks, peer reviews, and reflexivity. Findings show that women veterans were able to identify soft skills innately associated with the military, and when prompted they articulated other military soft skills. They also viewed their transition experience unfavorably, and believed their collective military experience, education, and skills are not being considered by organizations in their post military career development. The data collected resulted in recommendations for improvements in the Transition Assistance Program (TAP), and the need for women veterans to maximize the identification, marketing, and utilization of their transferable soft skills in support of their reintegration, and ongoing career development needs.