Perceived Racial, Ethnic, and Gender Differences in Access to Developmental Experiences

Abstract

Research on relationships with supervisors has addressed gender and racial differences. However, few studies included minority groups other than Blacks. The present study used multivariate analysis of covariance to investigate the differential effects of race/ethnicity and gender among White, Black, Hispanic, and Asian employees on perceptions of access to developmental activities initiated by immediate supervisors, controlling for organizational tenure. Results indicated that gender and race/ethnicity may influence access to specific development opportunities provided by supervisors. Implications for future research and practice are discussed.