Theses and Dissertations

Date of Award

2025

Document Type

Dissertation - NSU Access Only

Degree Name

Doctor of Education (EdD)

Department

Abraham S. Fischler College of Education and School of Criminal Justice

Advisor

Linda Gaughan

Committee Member

Bruce Foster

Committee Member

Kimberly Durham

Keywords

African American women, leadership, bias, barriers, diversity, equity, and inclusion, HBCU, solution strategies

Abstract

This applied dissertation was designed to explore the underrepresentation of African American women in leadership roles within Mississippi’s Historically Black Colleges and Universities (HBCUs). The purpose of this study is to identify the barriers and biases that hinder women’s advancement while uncovering supportive solutions that promote equity and inclusion in leadership. Using a generic qualitative design, data were collected from current and aspiring women leaders across Mississippi’s HBCUs through structured interviews and documented analysis. The findings contribute to the understanding of institutional and cultural factors affecting leadership diversity and provide recommendations to strengthen pathways for African American women in higher education leadership.

The researcher conducted interviews and developed a survey to examine the impact of each participant’s personal leadership experiences. The survey was designed to address the three research questions guiding the study.

From these research questions, three overarching themes and associated patterns were identified: (a) barriers to leadership with five patterns (personal characteristics and self-reflection, family and community support, institutional barriers, gendered differences in leadership opportunities, resource limitations), (b) biases in leadership with four patterns (cultural and societal expectations, intersectional biases, professional setting biases, challenges in advocacy and decision making), and (c) supportive solutions and strategies with four patterns (support system and mentorship, professional development and training, male allies and collaborative support, recognition and celebration of achievements).

Recommendations for future research and to help solve the problem include assessing organizational policy changes to encourage transparency and equity with precise hiring procedures, pre-certification for hiring committees to reduce bias, and audits of leadership team demographics. Also recommended are increased opportunities and mentorship for African American women.

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