Department of Conflict Resolution Studies Theses and Dissertations

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Date of Award

1-1-2026

Document Type

Dissertation - NSU Access Only

Degree Name

Doctor of Philosophy in Conflict Analysis and Resolution

First Advisor

Ismael Muvingi

Keywords

Fortune 500 Banks; Gender Barriers; Leadership Experiences; Mentorship; Women in Banking; Women in Leadership

Abstract

This study examined the persistent underrepresentation of women in middle and senior-level leadership positions within Fortune 500 banks. Drawing on publicly reported leadership demographics and the lived experiences of female leaders, the research confirmed that women remain underrepresented in positions of power despite comprising a significant portion of the workforce. Through participant narratives, the study identified structural, cultural, and relational barriers that influence advancement opportunities. Guided by gendered organization theory, homosocial reproduction theory, and gender-centered theory, the findings revealed how organizational practices, informal networks, and gendered expectations shape leadership trajectories. The results indicated that gendered perceptions of leadership competence and behavior also contributed to both subtle and overt barriers to advancement. Using a qualitative narrative research design, data were collected from ten women in middle- and senior-level leadership roles, including assistant vice presidents, vice presidents, senior vice presidents, managing directors, and executive leaders. Two dominant narrative patterns emerged: (1) women who advanced described strategically navigating organizational politics, leveraging advocacy, and adapting to prevailing leadership norms and (2) women who did not advance reported exclusion from influential networks and perceived misalignments with leadership expectations. The findings highlight the need for intentional structural and cultural interventions to create equitable advancement pathways within financial institutions. This study contributes to the literature by centering women’s lived experiences and emphasizing the importance of addressing systemic barriers to improve gender diversity in leadership and better align organizational practices with commitments to equity and inclusion.

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