Abstract
Although women have surpassed men in obtaining advanced degrees at all levels they
continue to be underrepresented in the highest-level positions across industries. Gender
has placed women at a professional disadvantage and adding the intersectionality of
racial and ethnic identity along with other identities has resulted in fewer opportunities
for career advancement to senior and executive positions. The purpose of this
phenomenological study was to explore the lived experiences of career mobility for 12
women of color in collegiate higher-level leadership positions. This research advances
scholarship on women of color and career mobility in collegiate higher-level leadership
by identifying effective strategies, pathways, and recommendations that can promote
career advancement. The findings of this study revealed that the path to collegiate higher-level leadership positions is neither direct nor expedient and that barriers continue to
exist. Four recommendations were generated from the women of color experiences as
being helpful in navigating and overcoming barriers to upward career mobility.
Professional development of the entire organizational workforce, mentorship, social
capital building, and supportive work environments that include family friendly policies
were identified as key factors to increasing the number of women of color in collegiate
higher-level leadership positions.
Keywords: women of color, minority women, career mobility, higher education,
work life balance, mentors, social capital building, networking.