Despite the specific hurdles faced by women leaders, women continue to push obstacles to fulfill their mission and achieve their full potential. However, while the leaders of government, administration, and industry are underrepresented by women, we all lose. This honest evaluation should not discourage us but should encourage us to identify the obstacles faced by female leaders and to better understand them. Women have made significant improvements in higher education and currently earn more than males. In the academic year 2016 to 2017, 57% of the bachelor’s degrees were given to women and women currently make up half of the college’s employment, according to the Research Foundation.
Although there has been progressing in the number of women, addressing the problems that women continue to face is equally important: women have the lowest administrative positions and are the least compensated among higher education administrators. For women of color, the image is stronger: just 14 percent of the higher education administrators, men, and women were ethnic and racial minorities in 2016. Women, particularly of color, are also underrepresented in full and tenure teaching programs, which limit opportunities to formally become leaders in institutions and colleges. However, we know this through our study and academic experience. In businesses, the restrictions for women’s development could be defined frequently as a glass ceiling – a symbolic roadblock struck by women in mid-management. Women are not merely denied leading positions at the end of a long career; instead, they seem to disappear at different stages throughout their path. Even when women reach leadership positions, we face problems that require radical change that is integrated into institutional structures and procedures – and perhaps most crucial mentalities.
A shift in perspective or mentality may be the most critical thing which has to alter in our society to respond to these imperatives. At several stages in our trajectories, in our own careers, and those of people we are familiar with, we have experienced tremendous support. However, we have also observed how women of color leadership interpret in a certain moment in the Upper administration and colleagues at every level: as ironic, emotional, hysterical, reactive, confident, and ambitious – usually more broadly with regard to particular proposals and ideas relating to gender and diversity.