In the workspace of today, the journey to success isn’t just about talent or hard work—it’s often shaped by the distinction of being part of a minority group. In a groundbreaking study, researcher Melika Shirmohammadi explores the hurdles faced by minority groups in advancing their careers, peeling back the layers to reveal how complex visibility influences their professional lives.

Melika Shirmohammadi, an assistant professor in Human Resource Development, recently reviewed 337 journal articles focused on career success disparities. Her findings reveal a startling trend: individuals from minority backgrounds often find themselves cast in the role of an outsider, which can significantly affect their access to crucial resources for career advancement, such as networking opportunities, mentors, and professional development programs.

“Success in a career isn’t solely determined by effort or skills,” Shirmohammadi explains. “Individuals also face challenges such as unfair judgment, being overlooked, or feeling pressured to conform to societal norms.” This multifaceted situation can create barriers that lead to unequal career outcomes for many talented individuals.

The detailed research, published in the Journal of Management, focuses particularly on four historically marginalized groups: women, racial and ethnic minorities, individuals with disabilities, and the LGBTQ+ community. Shirmohammadi introduces the concept of “complex visibility,” a framework that describes how minority individuals are perceived—often in ways that are contradictory or burdensome.

Imagine being the only Black employee in a team—this might make you feel hyper-visible, yet at the same time, you could feel invisible when it comes to contributing ideas or having influence. On the flip side, managed visibility may occur when someone feels compelled to alter their appearance or behavior just to fit in.

“Our framework can help others understand what it means to be seen and heard in the workplace,” Shirmohammadi adds. “It paves the way for future research that can measure the impact of visibility on career advancement across various minority groups.”

By the Numbers

The statistics are indeed concerning. Shirmohammadi’s research indicates that minority groups are markedly underrepresented in high-level positions. In 2024 data collected across Europe and North America, just about 9% of CEOs are women, and they hold only around 30% of leadership roles, despite ongoing campaigns to shift these numbers.

When we look at politics, it’s even more staggering: only 29 countries have female heads of state or government, and women make up just 23.3% of cabinet members and ministers globally. For ethnic minorities, these figures decline further. In the United States, racial and ethnic minorities constitute roughly 40% of the population, yet their representation in corporate boardrooms lags at a mere 19%.

Moreover, for individuals with disabilities or the LGBTQ+ community, exact statistics are hard to come by—many feel unsafe disclosing their identities, particularly when they are not visibly represented.

Looking Ahead

To foster inclusivity and equality in workplaces, Shirmohammadi encourages organizations to adopt a more profound awareness of complex visibility implications. “Decision-makers need to understand the dynamics influencing resource access within their organizations and actively support minority groups by providing greater access to networks, mentorship, training, and overall support,” she stresses.