Abstract
Black male leaders represent a small percentage of Fortune 500 companies. Images of Black men have mostly portrayed aggression, hypermasculinity, and patriarchal thoughts about gender dominance. Hegemonic (toxic) masculinity is a symptom of cultural impressions that teach men what masculine ideologies to embrace and how to become a “real man.” Nuances across race are evident as Black males learn messages of masculinity through the history of Black people and community influences that abhor vulnerability. With so few Black leaders across organizations, they could become susceptible to enacting hegemonic behaviors in their leadership and mentorship roles. Further research could buttress leadership studies, Black studies, and men's psychology by examining the lived experiences of Black male leaders acting as mentors within professional associations. These investigations might illustrate the profound contributions of early conceptualizations of masculinity to leadership behavior and the proliferation of masculine thoughts taught in mentorship programs to young Black people.
TopBackground
Indeed, Black people continue to face significant barriers to workplace advancement (Morgan Roberts & Mayo, 2019). According to a CNN article, only four Black CEOs are leading Fortune 500 companies (Yurkevich, 2020). Many of these leaders share familiarity and closeness to the oppression and tenor of racial injustice that continues to proliferate in the United States (Yurkevich, 2020). There is limited research in both the leadership and psychology of men that explores the connections between Black masculine identities and leadership behaviors. However, empirical evidence appears to confirm the notion that white leaders are more positively associated with appropriately acceptable leadership than racial minorities (Rosette et al., 2008).
As images of racial trauma against Black male bodies pervade, the suspicion and self-protection that might be inherent in the identity development of Black males can show up in the workplace. Moreover, feelings of inferiority can force Black men to assert their dominant masculine traits in highly racialized organizations where implicit racial bias affects Black men's psycho-political well-being in three domains: personal, relational, and collective (Mosley et al., 2017). These reactions to negative racial stereotypes can instigate behavioral responses grounded in hypermasculine ideologies: misogyny, overachieving, and rebellion. An intentional and targeted attempt at understanding the experiences of Black men within the context of leadership can add to both the leadership literature and organizational practices that make space for Black men to rise through the ranks of leadership in environments that are sensitive and inclusive.
Key Terms in this Chapter
Masculinity: Identity behaviors characterized by male gender expression.
Cool Pose: A coping strategy characterized by acting out cultural interpretations of masculinity.
John Henryism: A coping strategy characterized by working hard and showing motivation to prove individual capacity.
Black: Any person of African descent.
Hegemonic (Toxic Masculinity): Hypermasculinity that can be expressed as dominant, aggressive, or intimidating.
Microaggression: An implicit statement, action, or event that marks indirect discrimination or stereotyping of a marginalized group.