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Title
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Career paths of chief female African American administrators in Florida community colleges.
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Creator
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Thelecia Yvette Wilson
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Abstract/Description
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African American women are vastly underrepresented in higher education administration. With the paucity of literature available, this study serves to increase the understanding and experiences of these female leaders in Florida Community Colleges and to disclose perceived barriers that impede their mobility and representation as chief administrative officers. The community college continues to be the most important higher education innovation of the 20”‘ century (Witt, Wattenbarger,...
Show moreAfrican American women are vastly underrepresented in higher education administration. With the paucity of literature available, this study serves to increase the understanding and experiences of these female leaders in Florida Community Colleges and to disclose perceived barriers that impede their mobility and representation as chief administrative officers. The community college continues to be the most important higher education innovation of the 20”‘ century (Witt, Wattenbarger, Gollattscheck, & Suppiger, 1994). In the state of Florida, there are 28 community colleges. Of those 28, there are a total of thirty- two chief administrators in 12 of those community colleges, and five African American women currently serve as presidents in 3 of those community colleges. Despite these efforts, African American women are underrepresented in positions as chief administrators in Florida community colleges. In Florida’s 28 community colleges, there are only 32 African American chief administrators—of which 5 serve as president. For the purpose of this study, 21 of the 32 administrators identified met the profile for this study. Administrators serving in their administrative positions at least (3) years or longer were asked to participate. Vaughan’s research on community college leaders states that in most cases it takes more than 5-7 years to establish oneself as a leader. The absence of greater numbers of African American women administrators in the community 16 college suggests the “new generation” of leaders is obtaining a variety of leadership opportunities and staying in them for a shorter time span (Amey, 2002). Moore (2000) stated, “The limited number of African American women makes it difficult for aspiring women leaders to find African American women role models who have been successful in cracking the glass ceiling” (p.1). This term refers to an invisible barrier toward advancement in executive ranks. The glass ceiling is identified primarily as a woman’s issue—— an issue impacting female administrators and those striving for this role in the college community. Unless gains are made in equitable leadership positions for African American women in the community college, the serious consequences of inequity, racism, and sexism will continue to prevail. Figure 4 show that more than 64 percent of college presidents were White men in 2000, signifying virtually no progress in the representation of African American women administrators as CEOs.
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Date Issued
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2004
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Identifier
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AM00000301_00001, famu:50046
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Format
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E-book
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Title
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Guidelines for the Principal : Title IX : Removing discrimination on the basis of sex.
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Creator
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Florida Agricultural and Mechanical University
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Date Issued
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1976-08-05
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Identifier
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AM00000193_00001, famu:53505
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Format
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E-book
