Running Head: LATINA IMMIGRANT WOMEN S PROFESSIONAL EXPERIENCES 1

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1 Running Head: LATINA IMMIGRANT WOMEN S PROFESSIONAL EXPERIENCES 1 They Think I m the Cleaning Lady : Professional Latina Immigrant Experiences Elizabeth Eder-Moreau, M.Ed. Margo A. Jackson, Ph.D.

2 LATINA IMMIGRANT WOMEN S PROFESSIONAL EXPERIENCES 2 Statement of the Problem There is a gross underrepresentation of Latina immigrant women in professional careers in the U.S. (i.e. medicine, law, academia, and corporations; Institute for Women s Policy Research, 2011). Yet, a paucity of literature exists to understand their career development experiences and thus to inform effective advocacy interventions. The voices of these women are missing in vocational psychology literature to date, as Latin American immigrant women are predominantly portrayed in the fields of domestic service or agriculture (Flores, 2011; Ariza, 2016). Intersectionality theory posits that the identities and mental health outcomes of people of color cannot be conceptualized merely based on race or gender, as an individual cannot manifest these qualities separately (Collins, 1998). Similarly, Latina immigrant women s identities as immigrants and minority women cannot be viewed separately toward understanding their career development experiences. Grounded in intersectionality theory and social cognitive career theory (Lent, Brown, & Hackett, 1994), this qualitative phenomenological study examines the lived experiences, supports, and barriers of Latina immigrant professional women in the U.S. Participants and Procedure Participants are Latina immigrant professional women, ages 22-65, who came to the United States through university studies. A phenomenological approach is used to facilitate the interviewer s ability to co-construct the meaning of participants experiences in ongoing data collection and analysis (Moustakas, 1994). Snowball sampling is underway to recruit participants to allow for saturation of themes. Following informed consent procedures, participants are interviewed in Spanish or English according to their preference.

3 LATINA IMMIGRANT WOMEN S PROFESSIONAL EXPERIENCES 3 Results To date, initial interviews have been conducted in Spanish by the principal investigator. Preliminary data analysis suggests that participants experiences of sources of support for their professional development include mentorship, organizational values of diversity, and more opportunities for advancement and greater financial compensation than in their countries of origin, thereby facilitating their ability to support their families in the U.S. and abroad. Among barriers to their professional development, participants have cited individualismo and lack of teamwork in the workplace ( they throw you under the bus ), deficient maternity leave policies, tension of working and living in Trump s America ( When the new president [Trump] came out I decided to become a citizen to vote ), and experiences of discrimination based on their immigrant status, accents, and skin color ( they think I m the cleaning lady ). One participant stated, I am a White woman with an accent that doesn t sound Latino, and that she realized her privilege after hearing about other Latina immigrant professionals negative experiences with discrimination. Coping mechanisms include humor ( when they see me sitting next to the president of the organization, then I laugh ), spirituality ( everything happens for a reason ), and advocacy for the Latino immigrant community. Conclusion These results give voice to the career development experiences of Latina immigrant women professionals in the U.S. The themes of supports and barriers revealed thus far personify these women s cross-cultural and sociopolitical resilience and determination. From intersectional perspectives, this study s results may be used to inform interventions to facilitate advocacy for the underrepresented needs and contributions of these women.

4 LATINA IMMIGRANT WOMEN S PROFESSIONAL EXPERIENCES 4 References Buchanan, N.T., Fitzgerald, L.F. (2008). Effects of racial and sexual harassment on work and the Psychological well-being of African-American women. Journal of Occupational Health Psychology, 13 (2), doi: / Clark, R., Anderson, N.B., Clark, V.R., Williams, D.R. (1999). Racism as a stressor for African-Americans: A biopsychosocial model. American Psychologist, 54(10), Collins, P.H. (1998). It s all in the family: Intersections of gender, race, and nation. Hypatia, 13(3): Flores, L.Y., Mendoza, M.M., Ojeda, L, He, Y, Meza, R.R., Medina, V Jordan, S. (2011). A qualitative inquiry of Latino immigrants work experiences in the Midwest. Journal of Counseling Psychology, 58(4), Retrieved from px?direct=true&db=eric&an=ej945292&site=eds-live Garcia-Lopez, G. (2008). Nunca te toman en cuenta [They never take you into account]: The challenges of inclusion and strategies for success of Chicana attorneys. Gender and Society, 22(5), Doi: / Institute for Women s Policy Research, (2011). Organizations working with Latina immigrants: Resources and strategies for change. Washington, D.C.. retrieved from:

5 LATINA IMMIGRANT WOMEN S PROFESSIONAL EXPERIENCES 5 Lent, R. W., Brown, S. D., & Hackett, G. (1994). Toward a unifying social cognitive theory of career and academic interest, choice, and performance [Monograph]. Journal of Vocational Behavior, 45, doi: /jvbe Moustakas, C.E. (1994). Phenomenology and human science inquiry, in Phenomenological research methods. Retrieved from px?direct=true&db=cat00989a&an=ford &site=eds-live