Abstract
Identity shifting is “the intentional process of altering one’s behavior and language based on feelings of exclusion, expectations, and perceptions from others” (Dickens et al., 2018, p. 5). Previous identity shifting research shows that many have used it as a coping mechanism to escape racial and/or gender discrimination or a tool for success. However, there are negative consequences, such as poor mental health, that questions the necessity of using this. Millennial Black women were used as participants because they would offer unique experiences since they experience being at the intersection of being Black, female, and being born within the same generation. This study was a phenomenological, qualitative study. A semi-structured interview guide was created. Participants were recruited via Facebook and LinkedIn. Fourteen participants were recruited. Five major themes and two subthemes were found: justification of identity shifting for career progression and to combat stereotypes or microaggressions, consequences of identity shifting, examples of identity shifting, intersectionality of identity shifting, and signing the right contract. Participants who shifted their identities did so for their own career progression, but this caused negative emotions such as anger, frustration, and resentment. Evidence of shifting were both external (such as a change in clothing) and internal (such as the creation of a second personality). Participants confirmed that it was mostly their gender and race that contributed to their willingness to shift. Finally, most participants readily assimilated for their superiors, versus their peers or subordinates. Implications for future HRD research should include studies that review how not shifting could impact career progression, or if identity shifting is less prevalent in diverse organizations. Implications for HRD practice should include a continuation of examining and dismantling the power structures that negatively impact marginalized people.
Date of publication
2025
Document Type
Dissertation
Language
english
Persistent identifier
http://hdl.handle.net/10950/4918
Committee members
Rochelle McWhorter, Ph.D, Judy Sun, Ph.D, Andrea Ellinger, Ph.D
Degree
Doctorate of Human Resource Development
Recommended Citation
Ross, Natasha, "THE LIVED EXPERIENCES OF MILLENNIAL BLACK WOMEN EMPLOYED BY PREDOMINANTLY WHITE ORGANIZATIONS: AN INTERPRETATIVE PHENOMENOLOGICAL EXPLORATION OF IDENTITY SHIFTING" (2025). Human Resource Development Theses and Dissertations. Paper 79.
http://hdl.handle.net/10950/4918