In the wake of the Black Lives Matter movement, women are still grappling with white male dominance, abuses of power, and normalized tolerance of racism or discrimination. White male dominance is also prevalent in America’s education ecosystems as women are still underrepresented in academic leadership. Academic leaders who are women of color face a double bind of both gender and racial biases, both systemically and institutionally. The ways in which women of color navigate these institutional leadership pathways, the hurdles they overcome, and microaggressive behaviors they traverse are not extensively articulated in the literature. Using narrative inquiry, this study examined the lived experiences of women of color leading community colleges and revealed how their resilient attitudes, motivations, and intentions toward transforming the community college presidency upstaged the cloak of white privilege in academia. The national resurgence in women’s rights and anti-discrimination dovetails with calls from the American Council on Education and other national organizations to dramatically increase the representation of women (and women of color) as chief executives of universities. With such lofty goals, the findings of this study have implications on recruitment and retention of women of color faculty and administrators and leadership succession planning in higher education.

在“黑人生活问题”运动之后，妇女仍在努力争取白人男性的统治，滥用权力以及对种族主义或歧视的正常容忍。在美国的教育生态系统中，白人男性的统治地位也很普遍，因为女性在学术领导中的代表性仍然不足。有色女性的学术领导者在系统和体制上都面临性别和种族偏见的双重束缚。有色女性在这些机构领导方式中所经过的方式，她们克服的障碍以及她们所经历的微侵略行为在文献中并未得到充分阐述。这项研究采用叙述性探究方法，考察了有色人种领先社区大学的女性的生活经历，并揭示了她们的弹性态度，动机，旨在改变社区大学校长职位的意图使学术界的白人特权披风提前。全国妇女权利和反歧视运动的兴起与美国教育委员会和其他国家组织的呼吁相吻合，以大幅度增加妇女（和有色妇女）担任大学首席执行官的比例。有了如此崇高的目标，本研究的结果对彩色教职员工和行政管理人员的招募和留用以及高等教育中的领导层继任计划产生了影响。全国妇女权利和反歧视运动的兴起与美国教育委员会和其他国家组织的呼吁相吻合，以大幅度增加妇女（和有色妇女）担任大学首席执行官的比例。有了如此崇高的目标，本研究的结果对彩色教职员工和行政管理人员的招募和留用以及高等教育中的领导层继任计划产生了影响。全国妇女权利和反歧视运动的兴起与美国教育委员会和其他国家组织的呼吁相吻合，以大幅度增加妇女（和有色妇女）担任大学首席执行官的比例。有了如此崇高的目标，本研究的结果对彩色教职员工和行政管理人员的招募和留用以及高等教育中的领导层继任计划产生了影响。