Latina Leadership

in agua

What Does it Really Take to Get to the Top: The Lack of Latina Women CEOs in Corporate America

Introduction. You are invited to take part in a research project examining the barriers that Latinas face in ascending to chief executive positions in corporate America.

The aim of this research is to identify strategies that can be implemented, on an organizational level, to create a culture within the U.S. corporate sector, that embraces Latinas in executive leadership. I am undertaking this research as part of my dissertation studies with Robert Kennedy College and York St. John University. This research has been granted ethical approval by the College and the University.

What am I asking you to do? You have been invited to take part in this project because I am seeking the perspectives of Latinas with experience as mid-level and senior level leaders in corporate America who have varied experiences in the barriers faced in achieving senior and executive positions in corporate America.

You are asked to complete this questionnaire, which will ask about your background in the U.S. corporate sector and your leadership experience. It should take no more than fifteen (15) minutes to complete. It will be helpful to me if you can complete the questionnaire by 30 June 2023.

Your participation in this research is entirely voluntary - it is up to you to decide whether you take part, but your contribution would be greatly appreciated. You will not be treated any differently, whether you choose to take part, or decide not to do so. There are no risks to you in taking part in this research.

All data collected for this research will be stored securely in a password-protected location in line with the requirements of the General Data Protection Regulation.

If you are unsure about anything written on this sheet or would like further information, please email me at the address below.

Gracías y Ma Salaama, Cheryl

Cheryl Sudduth

csudduth7@yahoo.com

DEMOGRAPHIC QUESTIONNAIRE

Please read the questions below and respond accordingly. Questions marked with an asterisk (*) require a response to proceed to the interview.

Are you a Hispanic or Latina (defined as a person of Cuban, Mexican, Puerto Rican, South American or Central American, or other Spanish culture or origin regardless of race)? * ☐ Yes ☐ No ☐ Other
Are you currently employed in the U.S. corporate sector, or have you previously been employed in employed in the U.S. corporate sector? * ☐ Currently employed ☐ Previously employed
1. Do you hold or did you hold a leadership position in this company? ☐ Yes ☐ No
2. What is, or what was, your job title?
3. How long have you worked with your current employer? ☐ 1-5 ☐ 5-10 ☐ 10-15 ☐ 15-20 ☐ 20-25 ☐ 25+
What is your age group? ☐ 18-21 ☐ 22-24 ☐ 25-29 ☐ 30-34 ☐ 35-39 ☐ 40-44 ☐ 45-49 ☐ 50-54 ☐ 55-59 ☐ 60-65 ☐ 66+
What is your marital status? ☐ Single ☐ Married ☐ Divorced ☐ Live with partner
Do you have children? If yes, how many?
What is your ethnic background? Where were you born? What country is your family from? Where were you reared? What was the primary language spoken during your childhood?
Did you attend college? If yes: What were the influences that ultimately led to your decision to attend college? What college did you ultimately attend? What was your major? Were you involved in any extracurricular activities or clubs? What was the highest degree you completed?
If you did not attend college, what were the influences that ultimately led to your decision not to attend college?

QUESTIONNAIRE

Question 1: What leadership qualities and leadership styles do you believe are unique to Latinas?

Do you consider yourself a leader? Why?

Do you believe that leaders are born or made? Why?
What is your leadership style and/or philosophy?
What do you believe are the top five characteristics of an effective leader?
Do you believe that women lead different than men? Why or why not?
Do you believe that Latina leaders are different than their female counterparts of other ethnicities? Why or why not? If yes, in what ways?
What experience have you had adapting to work with people different than you? Does your leadership change if men are involved? Does ethnicity matter?
Do you believe there is a representative number of Latinas in significant leadership roles across the United States? Why or why not? If no, how can this situation be improved?

Question 2: What are the factors that have contributed to or inhibited your advancement as a Latina leader?

How did you ultimately decide to pursue your current career? What were you/are you hoping to accomplish?
What are the factors that influenced your career choice?
Was there any specific experience or event in your life that influenced your leadership style?
How would you describe your career progression? Please describe your professional development activities prior to your current position and how effective were they in influencing or directing your career path?
What experience, job, education and/or training helped you advance as a leader?
What kinds of support have you received throughout your leadership career?
What role did networking play throughout your career? Can you describe how this skill was acquired and if you currently practice networking in your current position?
What do you consider to be your greatest strengths? What do you consider to be your greatest weaknesses?
Can you describe the role of a mentor(s), coach(s), and/or sponsor(s) in your professional development? How were these relationships started?
Please describe a relationship you have had with someone who has helped you develop into the person you are today.
What and/or who has motivated you to become a leader? Who is your role model? How have they impacted your life?
How would you describe yourself to you? How is the way you describe yourself now different from the way you would have described you to your younger self?
What are your next-step career aspirations?
What will you do now for your career that your future self will thank you for?

Question 3: What challenges have you faced in advancing in your leadership career? What challenges have you had to overcome to achieve a leadership position and how have you overcome these challenges?

What are the challenges or difficulties of being an effective leader? Are these challenges different for Latina leaders than others in leadership?
What barriers have you faced throughout your career? What strategies did you use in facing and overcoming these barriers?
In what ways do you believe gender and/or race inhibit the desire for Latina women to advance in their careers? What do you believe are the obstacles, which hinder some Latinas from obtaining leadership roles?
How would you describe the role that gender and race has played in your career progress to date? Please describe personal examples in which you feel your gender has affected the way you have been perceived in your work environment.
What 5 or 6 words would you use to best describe the character (the feel, the spirit, the nature, the quality) of your personal best leadership experience?
What strategies do you employ to ensure you perform well in your career, tend to your family, and take care of yourself?
What mission in life absolutely obsesses you?
What advice do you have for Latinas who aspire to attain executive and senior leadership roles?

Question 4: What do you do to create and use a network of contacts to provide support, feedback, insight, and resources – in the office, away from the office?

Do you make intentional efforts to practice different types of networking – operational, personal, strategic?
Do you participate in professional or industry associations?
Do you participate in Latina-oriented industry or professional associations?
Have you participated in employee resource groups specific for Latina leaders?

Question 5: As a leader, what process do you use to determine when to stay with and defend the status quo and when to embrace and champion change?

How often do you challenge the way things have been in your organisation and think about what it can become? How often do you intentionally examine what you are doing to determine if it is positively affecting the current situation or whether it is time for a new approach or a new way to do things? How often do you challenge the status quo by proposing new ideas that may be worth exploring? When questioning the status quo, in what ways do you invite the team to join you?
How do you create a culture where challenging the status quo is encouraged? Do you constantly think about change and adapting innovative strategies?
How do you adjust your leadership to make change possible?
How do you ensure to support new values, policies, and ideas? How do you remain open to different, varied ways to complete tasks, to change, to innovation, better methodology?
What actions do you take to ensure staff feels seen and heard? How often do you conduct one-on-one meetings with team members?
How do you make sure staff have what they need to adapt? What actions do you take to ensure staff is set up for success to create real, sustainable growth for the organisation?
How do you set reasonable expectations?
What do you do you negate the inherent aversion to change? How do make change more palatable? What actions do you take to overcome resistance, uncooperative behaviour, or unwillingness to collaborate/learn? What steps do you take to engage staff in sharing their perspectives?
What actions do you take to solicit differing perspectives from within your organisation to examine issues? What actions do you take to be thoughtful about whose perspectives are sought to ensure new/differing points-of-views, especially from those affected by specific policies and trainings?
When an employee comes to you with an issue, how do you respond? Do you attempt to perform a major overhaul or determine if a simple adjustment can make everyone more engaged? Do you respond with interest and curiosity by asking questions: Is there something that isn’t working? Why isn’t it working? How can we fix it? Where do you see opportunities for improvement?

Question 6: Why do you want to serve in an executive role?

What is your ‘why’? What steps do you take to determine your why? How do you hold onto your ‘why’?
What do you do to ensure professional development? How do you maintain a forward-thinking, growth mindset?
How do you work towards effective, efficient business practices while simultaneously shifting from traditional dogmatic, paternalistic approaches to more inclusive practices? What actions do you take to ensure others feel valued and heard?
What actions do you take to recognise other leaders? What are you doing to mentor, support, coach others? What actionable steps do you take to invest in the next group of leaders?
When you analyse whether the work you champion is ‘working’, how do assess for ‘whom is it working for’?

Question 7: What programs/initiatives/opportunities were in place at your company(ies) to aid you and other Latinas in getting where you wanted to be in your leadership journey? What was lacking? What did you wish you had?

Question 8: What programs/initiatives/opportunities are currently available at your company(ies) to aid you and other Latinas in advancing in your (their) leadership journey?

Question 9: What actions would you recommend employers take towards creating workspaces where (frank) conversations and trainings on the (concrete ceiling) impact of the dynamics of the intersection of race and gender has on the advancement of Women, especially Latinas, to executive and senior roles, can occur?

Question 10: What actions would you recommend employers take in the workplace towards creating more equitable and diverse leadership where more Latinas are present in executive and senior roles?

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