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ddr pendrive recovery crack serialGRAND RAPIDS, MI — When it comes to hiring white candidates, the percentage of white people in a company might not be the only thing keeping a young black woman from making it to the top.
A University of Michigan-Flint study published earlier this year suggests the numbers make matters more complicated.
“Given the history of oppression against people of color, there is a sense that black people should not be assigned as leaders,” said researcher Peggy Huang.
She recently spoke at a panel at the Asian-American Legal Outreach of West Michigan that looked at this issue.
Huang, a PhD candidate in business management at the university, conducted the study with researchers who have expertise in gender, race and leadership.
They randomly assigned 40 middle managers to teams in a simulated office environment. While the entire team was mostly white, the group leaders were all non-white.
The number of white leaders the group was assigned to varied from one to nine, creating a total of 80 possible group leaders.
The results, published in the International Journal of Business Studies, showed “first-year group leaders were just as likely to be white as they were to be of another race group, if not less likely to be of a different race group.”
Leaders who are non-white perform better than white leaders when it comes to “transferring and connecting” with their team, in terms of “leadership style, approach to diversity, and openness and involvement.”
More non-white group leaders encourage their team members to succeed in the job, perform well at their jobs, and even “commit to working on a day of your choice,” Huang said.
Leaders of mixed-race teams “transformed jobs from managerial to creative leadership roles.”
“They provided career guidance, defined their leaders’ vision, and made connections with outsiders,” she added
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