Higher education leadership is a highly important role that impacts many and can have far-reaching effects on those in the educational institute and beyond. These leadership positions are very demanding roles that require hard work, ingenuity, and insight. For this very reason, it is essential that positions of higher education leadership are filled with a diverse group of leaders to offer representation to underrepresented groups, along with different perspectives and intellectual property that lend to a more well-rounded worldview for an organization. In the past, educational leadership positions, specifically in higher education, were commonly occupied by men. While it has become more and more common for women to hold leadership positions in higher education, there is still a need for equity in opportunities, along with inclusion for historically underrepresented groups. There are significant challenges that come along with creating more diversity in leadership opportunities in higher education. Research suggests that there tends to be a glass ceiling for Black female leaders. For Black women, there are even greater hurdles that come along with access to and retention of higher education leadership roles. Not only does gender play a part in this, but race also does. The purpose of this study was to identify the obstacles associated with attaining educational leadership positions for Black women, along with the unique challenges that they are faced with once in these roles, due to their race and gender, in an effort to pinpoint ways to eliminate them. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com/en-US/products/dissertations/individuals.shtml.]