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A recent report from the American Council on Education, in partnership with the TIAA Institute, sheds light on the experiences of Latina leaders. Women’s representation in higher education leadership is largely concentrated in community colleges, where they hold 43.6% of presidencies. Because of this, the brief focuses specifically on the experiences of Latina community college presidents.
The report, titled “No Template When Being the First: Implications for Aspiring Latina Leaders,” offers a powerful message for current and aspiring Latina leaders and outlines steps the higher education community can take to better recruit, retain, and support them.
Here’s a look at some of the top insights based on conversations with five Latina leaders:
As a Latina leader, you will stand out, but your presence alone is inspiring.
Many Latina community college presidents are the first for their college. One common theme that emerged in the conversations informing this report was the “wall of presidents.” Latina leaders often find their picture hung on a wall with no other presidents of color. “The ‘wall of presidents,’ executive cabinet, and trustee board are glaring reminders that higher education leadership has long been reserved for white men,” the report reads.
Many Latina leaders experience isolation because they often find themselves defying norms and feel pressured to carry the weight of representation alone. Yet many recounted stories of others inspired by them — colleagues, students, and future leaders — and said that impact keeps them going. “Even when it’s not immediately visible, [Latina leaders are] planting seeds for future generations through everyday interactions, tough decisions, and the values they embody,” said the report.
You may feel pressure to assimilate — but there’s value in being yourself.
There are many long-held beliefs and biases about how a leader should look and talk — and even how they should do things. When you’re the first, this is to be expected. Yet, the leaders interviewed shared how important it is to stay true to yourself and your culture.
Several of the leaders “described being told to wear longer dresses and muted colors, shorten their hair, and adopt a more traditionally masculine presentation to be taken seriously,” reads the report. Yet, they rejected these pressures, continuing to wear heels, bold colors, their natural hairstyles, and gold jewelry.
“Being fully present in my work doesn’t mean that I have to abandon family or cultural roots or upbringing, [instead, it is] an intentional merging of them,” one shared.
To combat this issue for aspiring leaders, the report urges institutions to “uplift the strengths, experiences, and values that Latinas already bring.”
“Preparation should not require them to leave parts of themselves behind to be considered ‘presidential,'” it states.
Equity efforts may be challenged, but they remain essential and valuable.
Latina leaders are often “student-centered and driven by equity,” according to the report. As presidents, they are in a position to influence positive change. Yet, the women interviewed shared that their efforts were often scrutinized, with several reporting “instances where assumptions were made about who they would select during the hiring selection process based on their own identity.”
Continuing to push for equity often means getting your board involved and gaining their buy-in.
“Boards of trustees play a critical role in enabling or undermining presidential leadership,” states the report. It encourages board members to undergo ongoing professional development in racial equity, cultural humility, and anti-bias practices.
This is easier said than done, though. Latina leaders interviewed for this report noted that navigating politics with their boards consumed a lot of their energy that could have been spent on strategy instead. Regardless, it’s necessary work.
“As the president, I have to be very strategic and intentional about really managing up, educating the board, so that they ultimately support the work I’m doing,” said one president.
Is your institution ready to include and support these leaders?
Latina leaders are often the first, but they’re not the last. They’re paving the way for future generations of leaders like them. Despite the isolation they experience, as well as pressures to assimilate, many have leaned into their authentic selves, staying culturally grounded and continuing to push for equity (even in the face of backlash).
As the report concludes, “The question that remains is not whether Latina leaders are ready; it is whether our institutions are prepared to receive, support, and grow with them.”
Institutions can help pave the way for these leaders in several ways, including: moving beyond representation to foster environments where they are truly supported and valued; rethinking traditional pipelines; redefining what leadership looks like; and training boards appropriately, particularly in regard to equity efforts.
Check out the full report for more in-depth stories from Latina leaders and key takeaways.
