Abstract
This research critically examines the systemic, cultural, and institutional barriers that obstruct leadership development and change management within organisations led by Black, Asian, Minority Ethnic and Refugee (BAMER) women in the UK’s third sector. Despite their pivotal role in delivering community-based services and advocacy, these organisations remain underrepresented in strategic decision-making spaces and are often excluded from mainstream funding and policy dialogues. The research adopts a qualitative, phenomenological methodology to explore the lived experiences of BAMER women leaders, capturing the nuanced ways in which power dynamics, racialised expectations, and organisational politics shape their leadership journeys. Through in-depth interviews and thematic analysis, the study reveals persistent challenges including gatekeeping by dominant institutions, chronic underfunding, emotional labour tied to cultural representation, and the marginalisation of BAMER-led initiatives in governance structures. Participants describe navigating dual pressures advocating for their communities while contending with systemic bias and exclusion. These insights inform the development of a bespoke framework for inclusive leadership and culturally responsive change management, grounded in principles of equity, authenticity, and community empowerment. The paper offers practical strategies for dismantling structural inequities, reimagining leadership beyond Eurocentric models, and embedding intersectional approaches into organisational development. By centring the voices of BAMER women, this research contributes to a growing movement for transformative change in the third sector one that recognises diversity not as a challenge to be managed, but as a strength to be cultivated.
Presenters
Daljit KaurCourse Director, Human Resource Management, Coventry University, Coventry, United Kingdom
Details
Presentation Type
Paper Presentation in a Themed Session
Theme
2026 Special Focus—Organization in Uncertain Worlds
KEYWORDS
LEADERSHIP BAMER INCLUSION PREJUDICE POWER POLITICS INTERSECTIONALITY
