Glass ceilings have been identified by scholars throughout the past 20 years as barriers to the upward career mobility of women and of people of color. There is an indication that glass ceiling barriers exist in the higher education sector. Latinas, as a subgroup of women of color, occupy many of the mid-level administrative positions in community colleges, and less transition into senior leadership positions when compared to White female counterparts. The career development experiences of 20 women who are community college mid-level administrators, four of whom are graduates of the National Community College Hispanic Council Mid-manager Fellows Program, were studied. Interview data were analyzed utilizing Moustakas' modified seven-step method of phenomenological induction. To assure quality and rigor of the study, participant corroboration was applied, and LatCrit and career life-paths theories were used for theoretical counterbalance. Five major themes emerged: (1) feeling supported, (2) separation, (3) persistence, (4) spirituality, and (5) identity. Career upward mobility barriers for Latinas are identified. Among the study implications provided, sexual orientation in the workplace and the impact of spirituality in career development are discussed. Among the recommendations provided are initiatives for the recruitment and retention of staff, strategies for Latinas aspiring to positions of higher authority, and recommendations for future research are provided. [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://www.proquest.com/en-US/products/dissertations/individuals.shtml.]