Banking on Equity: Bay Street and Black Women's Leadership in Banks©
Bibliographic record
Abstract
This qualitative research study examines Black women’s leadership experiences in Canadian banks and their perceptions about opportunities for mobility and advancement to executive management positions. The purpose of this research study is to explore and contextualize the epistemic complexities of Black women’s leadership experiences in the Toronto banking sector. The study’s data are collected through in-depth interviews and focus groups with Black women working in leadership positions. Further, this study seeks to examine: (1) the lived experience of Black women’s leadership in Canadian banks; (2) the perceived incongruity between Black women as leaders and those who are seen as possessing characteristics, qualities, and social capital for leadership roles; and (3) how the discourse of multiculturalism, employment equity policies, and corporate climate has impacted Black women’s mobility and advancement opportunities to executive management positions. This study utilizes theoretical frameworks of Critical Race Theory, Black Canadian Feminist Thought, and Intersectionality Theory to explore and examine Black women’s leadership experiences. My analysis engages with discussions of race, gender, class, sexism, and how the construction of whiteness is manifest in institutional power, and how that construction is written and read upon Black women’s leadership to understand the absence of Black women in executive management positions. The findings indicate that being Black and a woman in banking sector negatively impacts their career mobility and advancement. Black women remain locked out of leadership opportunities as they encounter institutional climate of anti-Black racism and sexism, which deems them unfit and incompetent for senior and executive roles based on negative racial stereotypes and lack of sponsorship. Ultimately, these findings relate to the factors and conditions that make Black women’s executive leadership in the Toronto banking sector so exceedingly rare. This study is one of the few Canadian examinations of Black women’s leadership experience in the banking sector.
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How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.003 | 0.003 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.001 | 0.002 |
| Science and technology studies | 0.031 | 0.011 |
| Scholarly communication | 0.006 | 0.002 |
| Open science | 0.001 | 0.005 |
| Research integrity | 0.001 | 0.002 |
| Insufficient payload (model declined to judge) | 0.011 | 0.001 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one source (direct Gemma or distilled Codex), not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".