Smashing through the 'brown glass ceiling': Exploring perceived barriers and facilitators to career advancement for Samoans in Aotearoa, New Zealand

Abstract

There is a plethora of literature regarding the metaphorical glass ceiling and its impact on certain individuals, namely, women and people of colour. The glass ceiling represents subtle barriers that are found in organisations, such as systemic processes and discrimination that are based on preconceived ideologies concerning gender and ethnicity, and these obstacles severely restrict career progression. This thesis investigates a potential glass ceiling for Samoans at work in NZ organisations based on the minimal representation of Samoans in senior management positions, and their over-representation in laborious, manual-type, lowskilled jobs. This study uncovered the career barriers that presented dilemmas and the strategies and facilitators that were used as career mechanisms for access to upper management roles. These facilitators provide a solid foundation as a starting point for other Samoans to consider in their career trajectories. Undertaken in the major cities of NZ, and employing a qualitative Pacific Research Paradigm, Teu le va methodology, and semi-structured interviews, this study focused on the experiences of 31 Samoan women and men in senior managerial occupations to reveal their career hurdles and success enablers. The findings indicated that Samoans juggle two separate cultures and values side-by-side, that is, Samoan and Palagi (Western-NZ). In some cases, these values are diametrically opposed to one’s belief system and identity, as outlined in misinterpreted social-interactions in team meetings and dialogues. Moreover, racial discrimination, tokenism, and labour market segmentation barriers continued to thwart their efforts at accessing top positions. Indigenous Samoan hindrances included unequal power relations, intra-ethnic racism and gender bias from other Samoans that led to the manifestation of the ‘U’u Coconut Crab Syndrome.’ Career strategies, facilitators, and coping mechanisms comprised of ‘voice’ and ‘authentic self,’ higher levels of efficacy, positive self-talk and implementing legacies for the next generation of Samoans. In addition, the indigenous Samoan values of va (relational spaces) and tautua (honourable services) are akin to relationship-building and altruistic orientations that enhance personal attributes and motivation at work. Mentorshop and cross-race iv mentoring, higher education and job mobility strengthened career profiles and are recommended as important antecedents to career advancement. This thesis concludes with an array of theoretical contributions and practical implications, the limitations, and areas for future research, and a personal reflection of the research journey