BIPOC C-SUITE RESEARCH

Healthcare disparities and inequities for people of color have existed since the birth of America. And despite a long history of attempts to rectify these ongoing injustices, healthcare disparities for BIPOC individuals continue. One solution scholars have agreed upon that offers a viable way to decrease healthcare disparities is organizational investments in diverse leadership. However, for the few BIPOC leaders who have gained C-suite access within healthcare organizations, their C-suite experience seems to differ from their white male predecessors. Research suggests that in addition to the typical responsibilities of the role, people of color face challenges like racism, microaggressions, and workplace issues such as being labeled as “diversity hires” and dealing with unwelcoming stereotypes. These additional racial burdens and others can potentially increase stress and can negatively impact their well-being and sense of belonging, both of which are essential elements of psychological safety. Thus, BIPOC leaders may face unique obstacles that have not yet been thoroughly explored, particularly concerning psychological safety in C-suite roles.

Consequently, a diverse C-suite lacking psychological safety might produce similar outcomes to a homogeneous one, perpetuating the longstanding trend where healthcare leadership teams fail to mirror the diversity of society, patients, or workforces, thereby perpetuating historical inequities in the healthcare sector. The focus of the BIPOC C-Suite research is to investigate how the perceptions of antecedents related to psychological safety affect psychological safety among leaders identifying as BIPOC in a healthcare organization.

If you meet the minimum study qualifications, your participation could be beneficial to closing the current gap in BIPOC executive leadership research. This study should shed light on potential psychological safety threats for aspiring BIPOC leaders to prepare themselves for their C-suite journey. Additionally, this study should provide insights into the lived experiences of BIPOC C-suite leaders and offer evidential information for C-suite gatekeepers and stakeholders commissioned to appoint individual leaders for one of the organization's most powerful and influential positions.

To learn if you meet the minimum participation qualifications (Click HERE).

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