This qualitative study explored the lived experiences of Black women employed in senior-level Division I NCAA football bowl subdivision (FBS) intercollegiate athletic administration. The study answers two research questions to understand how Black women in FBS athletics perceive their intersecting identities as influencing their career experiences and trajectories and to identify organizational and interpersonal facilitators and obstacles to their professional success. I utilized a conceptual framework combining the matrix of domination concept, a component of Black feminist thought, with a four-frame model for organizational change. A purposive sampling method ensured the participants held the specific knowledge and background necessary to illuminate challenges in FBS leadership. Semi-structured interviews with 15 participants totaled 28 interview hours. Key findings regard the influence of prior athletic experiences on the professional journey. The study also reveals a persistent struggle against racialized and gendered experiences. Participants described internalizing limitations due to a perceived Black glass ceiling, hindering their aspirations and advancement. The findings suggest that the college athletics industry needs to address systemic barriers and explore opportunities for Black women in external administration areas beyond their current traditional internal administration roles. By amplifying these women's voices, this dissertation offers insights for promoting a more inclusive leadership landscape in FBS athletics. Recommendations are made to reevaluate policies and practices to better support Black women administrators. Plus, athletic administrators can address entry barriers by streamlining application procedures and targeted recruitment for external roles. Strengthening mentorship and sponsorship initiatives tailored to Black women will foster their professional development and effectively navigate career biases. Additionally, creating dedicated spaces within intercollegiate athletics for Black students and staff, enhancing implicit bias training, and implementing supportive family policies are essential to achieving equity and improving the overall working environment for Black women in FBS Division I administration roles. [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://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]