In a recent study conducted by the National Association of Student Personnel Administrators (NASPA), Pritchard and McChesney (2018) identified three key challenges to student affairs professionals: increasing student diversity, higher costs and reduced funding in higher education, and business-model pressures for efficiencies. The same report highlighted the overrepresentation of White male senior student affairs professionals compared to the number of women and racial minorities enrolled in higher education. The underrepresentation of women and racial minorities has a lasting impact as the changing demographics of students entering colleges require that those in positions of leadership are representative of their population (Pritchard and McChesney, 2018). As higher education as a system looks to adapt staffing to align with the changing student population more closely, it will have to evaluate how individuals find their way into these roles. Understanding the way people used their professional networks for access to opportunities could be one way to help uncover more pathways for underrepresented identities in the field. This qualitative study explores the experience of 38 racially diverse senior student affairs professionals and how they make sense of their career path by looking at their social networks and access to social capital. The findings from this study will help raise awareness about the importance and influence of social networks on those seeking advanced roles in student affairs, specifically as it relates to those who identify as women and social minorities. Participants share their perspectives on access to career information, resources, job opportunities, and career support, as well as other benefits. The research highlights that, knowingly or unknowingly, people lean on their networks for social capital that benefits their career. As this study looked at gender and race most closely, there is an obvious difference of perceived or acknowledged benefit by gender and race. The women participants were more aware of the need of a network of support for success in the field. Non-White participants discussed the need for mixed-race and same-race networks to help with career support and success. Implications for higher education include making access and participation in professional associations more affordable to increase access to valuable networks. Institutions without the resources to support professional development can look to leverage regional and state-wide student affairs associations to aid in providing access to networks. Practical training and education around networks and mentorship should continue for younger professionals and graduate students entering the field. Finally, improving diversity of senior student affairs positions requires those in positions of influence to reflect on the makeup of their networks and intentionally seek to build networks that are more reflective of the students they represent. [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.]