Young1

The Colored Sense of Awareness: An Analysis of African American Perceptions of Race and Communication in the Workplace David L. Mercer Thesis submitted to the faculty of the Virginia Polytechnic Institute and State University in partial fulfillment of the requirements for the degree of Master of Arts In Communication Nneka J. Logan, Chair Stephanie A. Smith John C. Tedesco 7 May 2018 Blacksburg, Virginia Keyword: race, Diversity and Inclusion, organizational culture, organizational communication, Critical Race Theory

The Colored Sense of Awareness: An Analysis of African American Perceptions of Race and Communication in the Workplace David L. Mercer ABSTRACT The United States has a troubled history with race relations. African Americans have immeasurably experienced racism and racial oppression in various forms and in many sectors of the American society. One of the sectors that the racial inequalities of our past have affected is the employment sector. Many Americans experience the workplace on a daily basis and therefore experience the inequities that persist in such environments. This study explores African American experiences with race in the workplace and the way that race shapes today’s workplace. Specifically, this study analyzes the experiences of African American professionals working at for-profit organizations and their perceptions of the way that race shapes their organization’s culture. This study employs a constant comparative analysis of qualitative interviews using Critical Race Theory as a guide. The interviews explored the manner in which race, Diversity and Inclusion (D&I) programs, and communication affect organizational culture. The thesis further questions if and how organizations are working to create and sustain a more equitable workplace for all employees. The findings suggest that African American professionals perceive that their organizations are welcoming and inclusive of all minority groups. They also perceive the organizational culture to be friendly and family-oriented where open, positive, and encouraging communication exists. The professionals feel that their organizations are generally interested in diversity, however they feel the organization’s engagement with diversity practices is not sufficient. The findings of this study could be used as a tool for organizations to reevaluate their diversity practices and to ensure that they are creating an equitable workplace.

The Colored Sense of Awareness: An Analysis of African American Perceptions of Race and Communication in the Workplace David L. Mercer GENERAL AUDIENCE ABSTRACT The inequalities caused by racism and the systematic oppression of African Americans in the United States are present in many areas of contemporary American life. African Americans are still faced with problems that stem from the country’s past with race and are affected by these problems in many ways. One area that African Americans must deal with race is the workplace. The inequalities that were created in the past have caused race to play a significant role in the way that African Americans experience the workplace. This study explored the experiences of African American professionals in the workplace and the way they perceive race to play a role in shaping their organization’s culture. The findings of the study explain that African American professionals perceive that race has a definite effect on their organization’s culture. The professionals believe that their organizations have a general interest for diversity, but they have not adequately addressed the lack of racial and ethnic diversity in the workplace. They reported that the organizations are inclusive and provide an environment where they can be productive and develop professionally. Today’s organizations have made a step in the right direction of diversity, but there is much work left to do.

iv Acknowledgements First and foremost, I would like to thank my Lord and Savior, Jesus Christ for allowing me to make it to this point. I would like to thank everyone who has supported me along this journey, both thesis and graduate school. I would like to thank Dr. Logan especially, for the time, assistance, and guidance she has offered me as I worked to complete this thesis. You helped in more ways than you know and you made this experience one that I will cherish for the rest of my life. Your support and encouragement allowed to be confident in myself and my work. I truly do appreciate you and all that you have done for me. I would also like to thank my committee members, Dr. Smith and Dr. Tedesco for their support and advice during this process. Thank you for taking time to offer suggestions and feedback over the course of the last year. Your continued support, advice and assistance made this all possible. Thank you for devoting your time and energy to assist me with this thesis. Your contributions did not go unnoticed and I appreciate all that you have done. I would like to thank all of faculty and staff members in the Department of Communication who offered their encouragement countless number of times, whether it be in passing or in extended conversation. To the members of my cohort, thank you for embracing me from the time we met and for being sincerely interested in my life. Thanks for being my friends in Blacksburg. To my undergraduate advisor Dr. Ohl, thank you for seeing my potential and guiding me in this direction. This would not have been an option if it was not for your guidance. To the most important people in my life, Momma, Daddy, and John, thank you for being the best support system I could ever imagine having. I would not have made it without your love and support. Thank you and I love you. To all my other friends and family, thank you for supporting me along my journey. I appreciate you all.

v Table of Contents Chapter 1: Introduction .................................................................................................................... 1 Chapter 2: Literature Review ........................................................................................................... 3 Critical Race Theory .................................................................................................................... 4 Diversity and Inclusion .............................................................................................................. 15 Organizational Culture ............................................................................................................... 22 Chapter 3: Methodology ................................................................................................................ 28 Qualitative Research Methods ................................................................................................... 28 Grounded Theory Approach ...................................................................................................... 29 Constant Comparative Method .................................................................................................. 31 Research Questions .................................................................................................................... 33 RQ1 ............................................................................................................................................ 33 RQ2 ............................................................................................................................................ 33 RQ3 ............................................................................................................................................ 33 RQ4 ............................................................................................................................................ 33 Sample ....................................................................................................................................... 33 Recruitment ................................................................................................................................ 34 Interview Procedures ................................................................................................................. 34 Trustworthiness .......................................................................................................................... 35 Analysis Procedures ................................................................................................................... 37 Chapter 4: Findings ........................................................................................................................ 39 RQ1 ............................................................................................................................................ 39 Racial Disparity ..................................................................................................................... 39 Hiring/Promotion processes ................................................................................................... 44 RQ2 ............................................................................................................................................ 45 Inclusive workplace ............................................................................................................... 45 Family-oriented culture ......................................................................................................... 47 Desire for diversity within the organization .......................................................................... 48 The intersection of race and gender ....................................................................................... 50 RQ3 ............................................................................................................................................ 52 Affinity Groups ...................................................................................................................... 52 An overall commitment through initiatives, programs, and events ....................................... 53 RQ4 ............................................................................................................................................ 55 Positive and open communication ......................................................................................... 56 Encouraging and supportive leadership ................................................................................. 58