The underrepresentation of women in leadership positions in higher education, the inequality compensated face by women, and limited upward mobility into leadership has captured the attention of the scholarly community. Lowe (2011) documents the underrepresentation of women in chief executive officer’s positions, since they represent less than 10% in theological education, thus, hitting the stained glass ceiling. In past two decades, gender imbalance has negatively impacted women employment at Christian colleges, universities, and other nonprofits that have reflected less than 30% representation in leadership roles (Longman & Anderson, 2016). According to Scott (2014), “Since the 1970s, researchers have argued that female leaders struggle with incongruity between their role as a leader and their prescribed gender role because the traits we often desire in leaders tend to be traits we …show more content…
Additionally, research concludes the reality of pay inequalities women face in higher education, even though they retain a higher percentage of undergraduate, graduate, and doctoral degrees (Longman and Anderson, 2016). Moreover, single women and women with families and domestic responsibilities in academia are less likely to hold positions such as academic deans, department chairs, and are on the low end of financial compensation. Nevertheless, fewer women get tenured (Dominici, Fried, and Zeger, 2009). As documented by Longman and Anderson (2011) gender differences are present in higher education and even though there has been forward movement in women educating themselves, taking on various projects and putting in the time. They are simply overlooked, not respected like their peers, and they are on a long path to becoming