Although women have surpassed men in obtaining advanced degrees at all levels they continue to be underrepresented in the highest-level positions across industries. Gender has placed women at a professional disadvantage and adding the intersectionality of racial and ethnic identity along with other identities has resulted in fewer opportunities for career advancement to senior and executive positions. The purpose of this phenomenological study was to explore the lived experiences of career mobility for 12 women of color in collegiate higher-level leadership positions. This research advances scholarship on women of color and career mobility in collegiate higher-level leadership by identifying effective strategies, pathways, and recommendations that can promote career advancement. The findings of this study revealed that the path to collegiate higher-level leadership positions is neither direct nor expedient and that barriers continue to exist. Four recommendations were generated from the women of color experiences as being helpful in navigating and overcoming barriers to upward career mobility. Professional development of the entire organizational workforce, mentorship, social capital building, and supportive work environments that include family friendly policies were identified as key factors to increasing the number of women of color in collegiate higher-level leadership positions. [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.]