Abstract
Higher education encompasses many individuals within its realm (i.e., faculty, students, staff, and administrators). Women, in general, have seen tremendous strides in obtaining scholastic recognition within academia: (1) published works, (2) faculty tenure, and (3) appointed to top-ranking upper-senior level administrative positions. African American women, however, are underrepresented in leadership roles in higher education. It appears the pathway toward college presidency is much narrower for women of color, to the point of almost disappearing at such high rankings of senior administration. The American College President Study found underrepresentation of women and ethnic minorities among the presidency in post-secondary educational institutions.
TopBackground
There are many barriers for African American females in higher education, such as racism and sexism. African American women have achieved landmark successes within higher education, and subsequently are viewed as ‘super-women’ (Carter-Sowell & Zimmerman, 2015). Being cognizant of the biases and problems African American females encounter while achieving executive roles in higher education will allow for more dialogue on combating stereotypes of African American females and encourage acceptability of African American female roles of leadership.
Key Terms in this Chapter
Critical Race Theory: Looks at policies and policymaking from a historical and cultural context or perspective, looking at race and racism when analyzing diversity and inclusion in higher education.
Glass Ceiling: An intangible barrier within a hierarchy that prevents women or minorities from obtaining upper-level positions (Merriam-Webster, n.d.).
African American: Refers to persons of color who identify as Black, African American, African, or persons who identify as Black (U.S. Census Bureau, 2016).
Marginalization: Marginalization is defined as any issue, situation, or circumstance that has placed an individual outside of the flow of power and influence within their institutions (Patitu & Hinton, 2003).
Mentor: Active and reciprocal relationship between a senior-level administrator and graduate student, faculty, or lower-level administrator, where senior-level administrator provides career role model; career development and advice; sponsorship and visibility; advice for successfully balancing life; family, and work; career guidance and support; strategies for overcoming and surviving barriers (Hill & Wheat, 2017).
Historically Black Colleges and Universities (HBCUs): Colleges and Universities that are accredited institutions that are primarily founded for the betterment of African Americans (U.S. Department of Interior, n.d.).
Synergist Leadership Theory: Theory developed by Irby, Brown, and Duffy (1999), is a gender inclusive theory which addresses the female perspective, and which includes attributes, experiences, and abilities inherent in male, as well as female, leaders (Brown & Irby, 2003).