Abstract
Purpose. The purpose of this study was to understand by reviewing the current empirical literature the leadership trajectory and pathways of women of color in leadership roles within higher education institutions and to identify a change model approach that can be used as an implementation model across different types of higher education institutions seeking to address leadership equity.
Theoretical Framework. The theoretical framework for this study falls within the path–goal theory (House, 1971, 1996; House & Mitchell, 1974; Lee, 2005; Northouse, 2019). In addition to the theoretical framework, the conceptual framework comprises social and behavioral theories as a fundamental foundation for the ongoing challenges women of color face as they seek to advance their careers in leadership roles.
Research Methodology. The methodology approach selected for this study was qualitative, using a semi-systematic review of the empirical peer-reviewed literature. There are 22 selected empirical peer-reviewed articles that consist of dissertations and journals that were analyzed using the path–goal theory and social and behavioral theories to understand the leadership behaviors and to identify a change model approach that can be used to improve the pathways for women of color to advance into a leadership role in higher education.
Findings and Conclusions. Women of color in leadership roles in higher education found in this research have prevailed and provided countless hours for other women of color to follow in their footsteps. With the emerging themes of (a) leadership and mentoring programs, (b) unobstructed pathways, and (c) affirmative action-driven policies and accountability, some areas still need work within the higher education landscape for women of color to advance their careers. Further, with the emergence of two themes, (a) the relationship between the follower, leader, and organization and (b) the social hierarchy of power and status, there is a foundation of research to address change overall.
Recommendations. The call to action for this research dissertation was found through key findings and emerging themes and identified a recommendation to apply a theory of change to a project plan approach that addresses the lack of women of color in leadership roles within higher education.