This proposal examines the nature of female and minority retention and advancement in the American
corporate culture. Previous
research indicates that female minorities face double barriers to advancement within business organizations. In recent years, corporations have sought to address this problem by instituting formal
mentoring programs ostensibly designed to encourage the promotion of women and minorities to executive positions. This study proposes to examine the effects of mentoring programs to determine if there are differences in benefits related to gender and race. The paper includes a number of charts which show the statistics discussed in the paper. Contents: Introduction Statement of the Problem Research Questions Research Hypotheses Background on the Issue Importance of the Study Scope and Delimitations Definitions of Terms Review of Literature Social Conflict and Diversity Conflict Theory Affirmative Action and Conflict Theory The "Glass Ceiling" Phenomenon Discussion Mentoring in Organizations Phases of the Mentoring Relationship Functioning of Mentors Quality Mentor Programs Impact of Gender on Mentoring Outcomes Summary of the Literature Review Methods Research Design Research Questions and Hypotheses Variables and Operational Definitions Data Collection Population and Subjects Data Analysis Bibliography Appendix One - Draft Survey Instrument