Research Proposal Summer 1

Here is my final proposal for my Summer 1 research project entitled "Overcoming the dearth of female leaders from ethnic minority groups, to cultivate better gender and racial diversity in the business C-suite". It outlines my research focus, methodology and my present plans for my LiA project.
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Introduction

Diversity, Equality, and Inclusion (DEI) are forces that are on the increase in the world of business. My name is Olamide Obadina; not only am I a woman studying global business, but I am also a first-generation Irish, of Nigerian immigrants to Ireland, with strong ambitions to become a corporate leader. However, as a female from an ethnic minority community, I’ve been exposed to the societal, mental, and emotional obstacles faced by women of colour in business, from a young age. I tell you about my background because it explains why I am deeply passionate about DEI and therefore, my reasoning for conducting research in this field.

Although it roots from the 1960s US civil rights movement, the ‘Diversity, Equality and Inclusion’ initiative has expanded into the realms of gender, and race, amongst others. Despite efforts to increase diversity within the workplace, studies show that a lack of women’s representation on executive boards persists today, particularly at the C-suite level. I strongly believe that light must be shed on a deeper problem within managerial gender imbalances. This niche is the dearth of women specifically from ethnic minorities or disadvantaged backgrounds, in executive leadership positions. In general, women face many adversities: stereotyping, economic barriers etc. Yet, this list of adversities is even longer for women of colour, who experience cultural and societal impediments: linguistic barriers, workplace racism, lack of educational opportunities etc.

Furthermore, there is a lack of research done from an academic perspective surrounding the use of ‘integral education’ to empower ethnically diverse women to pursue corporate leadership. Integral education is a model for education which emphasises development of the whole person. It entails going beyond the textbooks and learning through real experiences like workshops, mentoring, networking etc. I propose that the implementation of integral education in learning institutions could motivate and empower more marginalised women to pursue leadership, and therefore, cultivate better diversity on executive boards. 

Project Methodology & Timeline

The research methodology involves both qualitative and quantitative data. Qualitative data will be gathered primarily from interviews whereas quantitative data will be gathered from external sources like databases, books, and credible online studies. 

Primary Qualitative Data 

I will conduct interviews with female leaders to gather qualitative data. 

An element of research I will undertake is finding and contacting the most suitable individuals for an interview, targeting influential female CEOs, directors, and leaders from Ireland and abroad. More specifically, these female leaders will be from marginalised/ethnic minority groups, underprivileged communities, or disadvantaged backgrounds. The interviews will be targeted at (but not limited to) the corporate sector. 

Sample data points:

•            How they overcame personal/societal barriers e.g., lack of finances, resources

•            Positive and negative experiences 

•            Key attributes necessary for leadership in business, as an ethnic woman 

Secondary Quantitative Data: 

•            Statistics on gender/racial inequalities on corporate boards 

•            Comparison of diverse vs unvaried managerial boards

During the progression of my research, I will adjust data points as required. 

The research environment will be decided on a case-by-case basis, considering the convenience to the interviewee and myself. I will undertake a combination of one-to-one interviews and online interviews via Zoom, depending on the preferences and location of the interviewee. Therefore, I could potentially travel within Ireland, or abroad. 

Additional Data:

As I will be applying ‘integral education’ theory, I will research the positive and negative implications of ‘integral education’ in respect to my specific goals. I will demonstrate how I overcame the limitations. 


6 Week Timeline

Week 1:  Historical research & Contacting Interviewees   

•            Define the history of gender and racial inequality in business 

•            Contact suitable interviewees via G100, LinkedIn, social media, company websites etc. 

 

Week 2: Quantitative Data & Interview Questions 

•            Statistics about women on executive boards, employment rates etc

•            Comparison of diverse vs unvaried managerial boards – efficiency, profitability, performance etc. 

•            Create list of interview questions based on research 

 

Weeks 3 & 4: Qualitative Data and Integral Education Research

•            Conduct the interviews 

•            Transcribe & draw insights from interviews 

•            Explore ‘integral education’ as a means to empower culturally diverse women 

 

Week 5: Connecting Diversity & Inclusion with Integral Education 

•            Show how ‘integral education’ could be a catalyst for more gender and racial diversity in corporate leadership 

•            Research the benefits of diversified corporate boards on a personal, corporate, and societal level

 

Week 6: Presenting Research in a Presentation

•            Find the most informative and visually appealing format for my presentation and combine all research together 

 

Finally, I intend to disseminate my research by presenting it at talks/conferences and have it published in an online journal. 

Intended Outcomes

• To introduce a new aspect to the DEI research: how ‘integral education’ could be a catalyst for more gender and racial diversity in corporate leadership.

•            To change perception about the aptitude and competency of women from ethnic minorities, pursuing business leadership

•            To highlight the necessity for the diversification of executive boards

•            To create an insightful presentation, and disseminate my research 

Are there any other relevant details to your proposal e.g., interdisciplinary collaborations, potential for international travel, or links to existing projects or organisations?

Through my supervisors, I have high potential to conduct my interviews with women in an exemplary organisation called ‘The Club G100’. The Club G100 is an empowered group of 100 global female leaders, comprising 100 global sectors, led by 100 country chairs, which advocate for women’s equality, empowerment, and leadership. The women are luminaries including Nobel Laureates, Heads of States, Businesses, Philanthropists, Entrepreneurs, and Community Leaders from diverse backgrounds. Thus, they fit my target interviewee demographic perfectly.

 These interviews will be a key component of my plans for Summer 2. 

 

Leadership-in-Action experience proposal (500 words max.)

LiA Category
Insert x as appropriate

Category A: Central Laidlaw Foundation Project

 

Category B: Leadership Placement

 

Category C: In-field application of research

x

In Summer 2, I will undertake in-field application, by applying my knowledge from my research. Currently, my plan is to partner with an organisation to develop a specialised mentorship programme which encourages ethnically diverse females to pursue corporate leadership. It would specifically target female mentees and mentors from underrepresented backgrounds and ethnic minority groups. The objective would be to connect high-potential individuals aged 18-24 with successful female leaders within (but not limited to) the corporate sector. It would empower mentees to pursue business leadership by connecting them to inspirational leaders, who can guide them on their journeys to leadership. 

When shortlisting interviewees from G100 in Summer 1, I will prioritise choosing women from organisations with high potential for me to collaborate with in Summer 2, to offer this programme. These would be companies which do not currently have a niche mentorship programme like this or, companies which do, but wish to expand/diversify it.  For instance, Dr. Anita DeFoe, the Enterprise and Leadership Chair of the G100, is an African American NCDA Mentor, who has already crafted several unique leadership programs. 

A potential limitation would be a lack of access to resources. However, this limitation will be overcome because the programme will be run through a professional corporation, Thus, providing a range of resources like mentors, media, finance etc. Although unlikely, another limitation would be that no company wishes to implement such a programme. In this case, I plan to volunteer for an organisation which already has a mentorship programme in place. GAIN is a UK-based charity which aims to improve gender/racial diversity within investment management, through internships and mentorship. They often seek volunteers to work 1-2-1 with young women in universities and to speak at talks, so I would apply to become a mentor. 

My Summer 1 research will give me a profound understanding about the necessity for diversification, and the obstacles marginalised women face incorporate leadership. Therefore, this mentorship programme is an effective way for me to put my learnings into action. It empowers me to become a leader because it enables me to cultivate and collaborate with a team which has the goal of positively impacting the lives of the underrepresented in business. Developing a successful mentorship programme involves strategic thinking, team vision, organisation, and innovation, which are key attributes of a strong leader. 

 

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