Date of Award

6-2025

Degree Name

Doctor of Philosophy

Department

Educational Leadership, Research and Technology

First Advisor

Louann Bierlein Palmer, Ed.D.

Second Advisor

Sue E. Poppink, Ph.D.

Third Advisor

Richard M. Frankel, Ph.D.

Keywords

BIPOC women leaders, intersectionality, leadership, philanthropy, women leaders, women of color leaders

Abstract

The demographic landscape of staff and leadership in philanthropic organizations does not reflect the growing diversity of the U.S. population. There is a paucity of women of color in leadership positions in philanthropy and the location and asset size of foundations also appear to have an even greater impact on racial diversity. Diversity in philanthropic institutions is essential to reflect communities served and to enhance philanthropic effectiveness.

While there is a growing body of research on women of color in other fields, only a handful of studies exist that include women of color in philanthropic institutions. Those studies combine women of color and other minority populations, such as men of color and White women, and tend to focus on their ascent to leadership positions, so much is not known about their experiences once they become leaders. Thus, there was a need for a study that focuses solely on the population of women of color leaders in the philanthropic sector and their experiences once they have achieved leadership positions in philanthropic institutions.

To this end, this study explored the experiences of women of color leaders in philanthropy, how they: (a) practice leadership, (b) use strategies that help them succeed, (c) identify and overcome barriers and challenges, and (d) believe ideal conditions would be favorable to their roles as leaders. Participants were eight women of color leaders who had served at least one year in a senior grantmaking leadership position in a foundation based in the Midwest. Semi-structured, individual interviews were conducted, guiding each participant through reflections on their leadership experiences.

An inductive analysis of the interview data revealed five themes that characterize the experiences of women of color leaders in philanthropy: (A) Leaders Experience Rewarding Aspects and Make Positive Impact in their Roles; (B) Leaders Utilize Personal Strategies for Leadership Success; (C) Leaders Navigate Complex Challenges in Leadership; (D) Leaders Utilize External and Internal Support Systems for Leadership Success; and (E) Leaders Desire Transformational Change of the Philanthropic Sector.

Findings from my study provided valuable insights into the complex nature of leading at the intersection of race and gender within philanthropic institutions and the philanthropic sector. They revealed that women of color leaders in philanthropy navigate complex experiences comprising of both rewarding opportunities to create positive impact in the sector through their work and persistent barriers related to their intersectional identities. While they found joy and deep satisfaction in creating positive change and developing, supporting and mentoring others, they also encountered significant challenges in experiences with racial and gender bias, stereotypes, microaggressions, organizational politics and emotional labor. Their strategies for success included intentional learning, values-based leadership, wellness and having robust internal and external networks. Their leadership practice included inclusiveness, creativity and bridge-building while their visions for sector transformation included leadership advancement, authentic equity and community-centered approaches.

Recommendations for the sector include transforming organizational governance and culture, reimagining grantmaking practices, creating viable pathways to executive leadership and providing comprehensive support systems for women of color leaders.

Access Setting

Dissertation-Open Access

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