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Multi-Generational Biases Perceived by Women to Senior Leadership Positions in Non-Profit Higher Education

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Title: Multi-Generational Biases Perceived by Women to Senior Leadership Positions in Non-Profit Higher Education
Language: English
Authors: Regina Watkins, Deanna R. Davis
Source: Journal of Research Initiatives. 2025 9(1).
Availability: Fayetteville State University, College of Education. 1200 Murchison Road, Fayetteville, NC 28301. Tel: 910-672-1634; Web site: https://digitalcommons.uncfsu.edu/jri/
Peer Reviewed: Y
Page Count: 30
Publication Date: 2025
Document Type: Journal Articles
Reports - Research
Education Level: Higher Education
Postsecondary Education
Descriptors: Women Administrators, Administrator Attitudes, Gender Discrimination, Sex Fairness, College Administration, Higher Education, Gender Bias, Sex Stereotypes, Generational Differences, Age Groups, Career Development, Mentors
ISSN: 2168-9083
Abstract: Women remain underrepresented in senior leadership in both public and private industry and in non-profit postsecondary education. One reason that has been identified for the gender disparity in senior leadership positions is second-generation or implicit biases. The problem addressed in this study was the existence and persistence of second-generation biases that contribute to the lack of active senior women mentors, potentially inhibiting junior women from Generation X and millennials from achieving senior leadership status in non-profit higher education. The purpose of this qualitative descriptive case study was to gain a deeper understanding of the significance of perceptions of second-generation biases, including the assumption of the queen bee syndrome by baby boomer women executives, on the achievement of Generation X and millennial women in senior leadership positions in non-profit higher education. The study concentrated on generational attributes of perceived unconscious biases by exploring the perceptions of three generations in the workplace. To examine the lived experiences of the participants, a qualitative descriptive case study was used to capture the behaviors and attitudes of baby boomer, Generation X, and millennial women in post-secondary higher educational institutions. Fifteen participants were interviewed, five from each of the three generations. The results indicated baby boomers' support for younger generations in career progression and mentoring. The recommendations for future practice and future research include creating more opportunities for women in research, increasing mentoring and communication among generations, and continuing research with Generation Z women.
Abstractor: As Provided
Entry Date: 2025
Accession Number: EJ1483947
Database: ERIC
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  Data: Fayetteville State University, College of Education. 1200 Murchison Road, Fayetteville, NC 28301. Tel: 910-672-1634; Web site: https://digitalcommons.uncfsu.edu/jri/
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  Data: <searchLink fieldCode="EL" term="%22Higher+Education%22">Higher Education</searchLink><br /><searchLink fieldCode="EL" term="%22Postsecondary+Education%22">Postsecondary Education</searchLink>
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  Data: Women remain underrepresented in senior leadership in both public and private industry and in non-profit postsecondary education. One reason that has been identified for the gender disparity in senior leadership positions is second-generation or implicit biases. The problem addressed in this study was the existence and persistence of second-generation biases that contribute to the lack of active senior women mentors, potentially inhibiting junior women from Generation X and millennials from achieving senior leadership status in non-profit higher education. The purpose of this qualitative descriptive case study was to gain a deeper understanding of the significance of perceptions of second-generation biases, including the assumption of the queen bee syndrome by baby boomer women executives, on the achievement of Generation X and millennial women in senior leadership positions in non-profit higher education. The study concentrated on generational attributes of perceived unconscious biases by exploring the perceptions of three generations in the workplace. To examine the lived experiences of the participants, a qualitative descriptive case study was used to capture the behaviors and attitudes of baby boomer, Generation X, and millennial women in post-secondary higher educational institutions. Fifteen participants were interviewed, five from each of the three generations. The results indicated baby boomers' support for younger generations in career progression and mentoring. The recommendations for future practice and future research include creating more opportunities for women in research, increasing mentoring and communication among generations, and continuing research with Generation Z women.
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      – SubjectFull: Administrator Attitudes
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      – SubjectFull: Gender Discrimination
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      – SubjectFull: Sex Fairness
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      – SubjectFull: College Administration
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      – SubjectFull: Career Development
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