The prevalence of gendered racism has resulted in the ongoing under-representation of women of color in science careers. Furthermore, organizational strategies enacted through HR policy and training claim to address such inequality, yet often fail to address the impact of both race and gender. As a result, women of color develop their own individual coping and resistance strategies, thus putting the onus for countering gendered racism onto its victims. This paper offers a scoping review of the extant literature, using Floya Anthias' intersectional model of social spaces to identify gaps in the literature. The model organizes the literature into Anthias' four social spaces: organizational, interpersonal, representational, and experiential. In identifying gaps in the literature, the study highlights theoretical pathways for future research. The study finds that strategies relating to gendered racism within organizational policy are over-represented, while strategies addressing intersubjective behaviors and the representation of women of color in organizations are under-represented.