Enablers and Barriers Influencing African American Administrators’ Career Advancement at Predominantly White Institutions of Higher Learning

Webster, Larry

doi:10.33423/jbd.v19i4.2363

Cited by 2 publications

(3 citation statements)

References 20 publications

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“…The participation of women of color in leadership development programs is essential to increasing their representation in the presidential pipeline (Jackson, 2001;Webster & Quincy Brown, 2019). Initiative (Elenes, 2020;Elfman, 2020).…”

Section: Organizational Structures For Developing Leadership Competen...mentioning

confidence: 99%

“…Higher education institutions tend to hire and promote individuals who fit into a culture based on the majority White male standard (Kanter, 1993;King & Watts, 2004;Webster & Quincy Brown, 2019). The need to care for family is not considered.…”

Section: Organizational Structures For Developing Leadership Competen...mentioning

confidence: 99%

“…The literature demonstrates that the participation of women of color in leadership development programs is essential to increasing their representation in the presidential pipeline (Jackson, 2001;Webster & Quincy Brown, 2019). These leadership development programs are direct filters into the presidential pipeline.…”

Section: Greater Support For Relational Leadership Development Programsmentioning

confidence: 99%

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The leadership style of women of color in college presidencies: a content analysis of their leadership communications

Dulatre

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Dr. P -I am honored to be your final doctoral student. Thank you for getting me to the finish line. You believed in the value of my work and pushed me to think deeply about the data.Your mentorship has lifted me into a space where I am confident and hopeful about the impact I can have on this world.Dr. Morris and Dr. Avalon -While our time together in this process was short, you are now both part of my community. I look forward to our future collaborations where we can continue to pave the way for other women of color to come into their light.Dr. Nickel -I hope that when you come across my work one day, you will know that you were instrumental in shaping its path.Greta and Timmy -You are my rocks. You both came into my life at a time when I was convinced that I was destined for a solo journey. I live everyday with happiness, joy, and love because of you.Lindsay -I am so grateful that you stuck by me after all these years. Our bond is now memorialized in this work since I made you edit the first three chapters. Growing old together is going to be a great adventure.Mama and Papa -I understand deeply your sacrifice and determination to ensure that I live a full and thriving life. I want to do good for this world because you taught me well.Ayayaten kayo nga duwwa un-unay.To all my friends, family, colleagues, mentors, coaches, and professors -Through your words and actions, you have showed me who I am: I am light and laughter. I am a phenomenal, tenacious, authentic leader. I am a pathfinder and a lighthouse. I am courageous, ready to fight for good, and willing to do what it takes for self-growth and transformation.

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Section: Organizational Structures For Developing Leadership Competen...mentioning

confidence: 99%

Section: Organizational Structures For Developing Leadership Competen...mentioning

confidence: 99%

Section: Greater Support For Relational Leadership Development Programsmentioning

confidence: 99%

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The leadership style of women of color in college presidencies: a content analysis of their leadership communications

Dulatre

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Black Male Executives in Higher Education: The Experience of Ascending the Academic Leadership Ladder

Sparkman

2021

Advances in Developing Human Resources

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The Problem The current pipeline supplying qualified and competent leaders to the upper ranks of higher education appears to prelimit the number of Black males who reach executive status. Even though many universities and colleges remain resolute in increasing diversity, social, and structural barriers block access and restrict executive development. This study focuses on the leadership and career advancement of Black male executive leaders in predominantly White institutions (PWI’s) of higher education. The Solution This qualitative, phenomenological examination of the lived experiences of 10 Black male, executive leaders in predominantly White institutions of higher education describes what it is like for them to persist in their leadership roles despite negative experiences that are related to their social identity. The findings reveal how their existence in racialized environments has impacted their leadership approach and the trajectory of their careers. The Stakeholders The stakeholders are Black academics seeking or holding executive leadership roles in higher education; HRD scholars and practitioners.

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Enablers and Barriers Influencing African American Administrators’ Career Advancement at Predominantly White Institutions of Higher Learning

Cited by 2 publications

References 20 publications

The leadership style of women of color in college presidencies: a content analysis of their leadership communications

The leadership style of women of color in college presidencies: a content analysis of their leadership communications

Black Male Executives in Higher Education: The Experience of Ascending the Academic Leadership Ladder

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