Abstract
Despite decades of diversity discourse, Black women remain significantly underrepresented in senior leadership positions across higher education. While mentorship is often lauded as a tool for career development, it is rarely treated as a formal policy strategy within institutional diversity plans. This session draws on qualitative findings from my doctoral research, “The Role of Mentorship in the Advancement of Black Women in Higher Education Administrative Roles,” to explore how intentional mentorship models can serve as sustainable, equity-centered interventions within inclusive employment practices. This presentation positions mentorship not as a soft solution, but as a structural mechanism for dismantling systemic barriers that impede leadership advancement for Black women. Participants will examine how policy-backed mentorship — including formalized pathways, cross-race/cross-gender sponsor models, and leadership shadowing — can be aligned with organizational diversity goals, talent development, and succession planning. Using real-world examples and evidence-based recommendations, this session provides tools for HR professionals, DEI leaders, and higher ed administrators to reimagine mentorship as a powerful inclusion policy. Attendees will leave with strategies to assess, design, and implement mentorship programs that center equity, foster cultural belonging, and shift organizational climates to support the advancement of historically excluded leaders.
Presenters
Kimberly ColcloughProfessor of Africana Studies, CUNY- City University of New York, United States
Details
Presentation Type
Theme
KEYWORDS
HIGHER EDUCATION, MENTORSHIP, LEADERSHIP
