Consequently, the intersectionality of the identities of women of color plays a grand role in their presence in business and the workforce. In her study, Adia Harvey observes that "the intersection of race, gender, and class often leaves minority women with limited occupational opportunities (Ammott and Matthei 1997; Browne 1999; Browne and Misra 2003; England 1992; Higginbotham and Romero 1997). Minority women, particularly African American women, are disproportionately concentrated in the service industry as cooks, janitors, and cashiers (Hesse-Biber and Carter 2000). Institutional discrimination, widespread acceptance of stereotypes, glass ceilings, and poverty are all structural causes that lead to the occupational segregation of working-class black women (Browne and Kennelly 1999; Browne 1999). The dual influence of race and gender means that African American women generally trail black men, white women, and white men in earnings, prestige, and power in the workplace. Many studies draw attention to the institutionalized racial- and gender-based barriers in the labor force that shape black women's occupational patterns and experiences. Browne and Kennelly (1999) argue that stereotypes of black women as irresponsible single mothers can cloud employers' treatment of black women workers. Similarly, St. Jean and Feagin (1998) assert that while some employers view black women as less threatening than black men, this does not translate into a perception that black women are competent, professional, adept workers. Instead, they must prove their capabilities repeatedly and are routinely subjected to racist and sexist hostilities, lack of mentoring opportunities, and discriminatory treatment in the workplace. Still other researchers argue that black women workers are likely to experience feelings of marginalization, dissonance, and alienation in predominantly white male workplaces (Alfred 1999; Bell and Nokomo 2001; Bonner 2004)."