Graduate Studies

 

First Advisor

Neeta Kantamneni

Degree Name

Doctor of Philosophy (Ph.D.)

Committee Members

Abigail Folberg, Michael Scheel, Wayne Babchuk

Department

Educational Psychology

Date of this Version

8-2025

Document Type

Dissertation

Citation

A dissertation presented to the Graduate College of the University of Nebraska in partial fulfillment of requirements for the degree of Doctor of Philosophy

Major: Educational Psychology (Counseling Psychology)

Under the supervision of Professor Neeta Kantamneni

Lincoln, Nebraska, August 2025

Comments

Copyright 2025, Hannah Ahmad Ridzuan. Used by permission

Abstract

Women of color have historically and presently experienced both sexism and racism on interpersonal, institutional, and cultural levels (Sue et al., 2007). While discrimination based on racial-ethnic and gender identities has by far the most extensive literature base (Duffy et al., 2016), literature on the development of women of color career resilience is not as expansive. Informed by the Psychology of Working Theory (PWT) (Blustein, 2006; Duffy et al., 2016), the intersectionality framework (Crenshaw, 1989; Collins et al., 2021), and critical consciousness (Freire, 1971; Quiñones-Rosado, 2020), this consensual qualitative research (CQR; Hill, 2006) explored how women of color in the United States, specifically those who experienced racism and sexism in their work and career, define and develop career resiliency. This qualitative study thus expands the understanding of career resilience by centering the lived experiences of women of color navigating intersecting racism and sexism during their career journeys. Findings of this study reveal that career resilience was defined and characterized by women of color participants as: their abilities to adapt and shift based on changes in the work environment, demands, and personal resources; to persevere while maintaining clarity in their goals, having hope and optimism, and overcoming challenges; to continually grow in their vocational and interpersonal skills; to base actions and decisions in their values; and to be intentionally strategic in navigating workplace discriminations and conflicts, including utilizing personal, community, and institutional resources. Findings demonstrate that career resilience development can be influenced by critical consciousness, community and institutional resources, economic restraints, and caregiving/motherhood. Integrating PWT, intersectionality, and critical consciousness offers a more inclusive and justice-oriented approach to understanding and supporting the career development and well-being of women of color in the United States workforce.

Advisor: Neeta Kantamneni

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