This study explored the challenges and barriers of women of color participation in administrative roles of higher education. Women of color tend to hold positions that are marginal in higher education organizations, lacking authority and influence while placing them in positions to not be influential in change or decision making. However, it is also noticed often when women of color try to advance in the ranks to administrative or leadership roles, they often have to fight for their position, or it takes them much longer to achieve a higher position. Interview data showed that women of color in administration do not always have direct evidence that working their way up their career path is prolonged due to being a woman of color. However, interview data also indicated when it comes to education, training, and skills obtained, they will always try to stay multiple steps ahead to showcase they are qualified for the administrative roles. Women of color in administration will continue to keep climbing the ladder because they know the importance of representation and needing a person of color in administration to be an advocate for minority students of color. Data will also identify that even if a demographic survey is viewed as a tool for meeting a quota or affirmative action or a DEI incentive, women of color will continue to compete these types of surveys if it means a chance for their resume to be viewed and a chance at an interview to get closer to landing and administration role to provide representation for women of color and be a change agent. [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.]