The purpose of this study was to examine whether middle-level female administrators (particularly women of color) in the California Community College system were being mentored to higher-level positions and whether the retention of leaders in higher-level positions was influenced by mentoring. Specifically, this study examined the mobility and retention of female administrators through a web-based survey that was completed by 156 females currently working in administrative positions at the dean's level or higher in California Community Colleges. Data were also collected through face-to-face interviews with 11 female administrators, 5 of whom were women of color, in senior-level positions from vice president to chancellor. These interviews reflected a range of demographics and were located in Northern, Central, and Southern California. The focus of this chapter is on the responses of the respondents who were women of color.
The study addressed two questions: (1) What effect did mentoring, if any, have on a person's ability to achieve higher-level leadership positions? and (2) What relationship does mentorship have on the retention of women of color in leadership? Findings reported that mentoring was having a positive and often significant influence on women of color administrators and leaders in the California Community College System.
Blackwood, J. and Brown-Welty, S. (2011), "Chapter 6 Mentoring and Interim Positions: Pathways to Leadership for Women of Color", Jean-Marie, G. and Lloyd-Jones, B. (Ed.) Women of Color in Higher Education: Changing Directions and New Perspectives (Diversity in Higher Education, Vol. 10), Emerald Group Publishing Limited, Bingley, pp. 109-133. https://doi.org/10.1108/S1479-3644(2011)0000010010
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