This entry critically examines barriers that undermine women of color from pursuing senior leadership positions in UK higher education institutions (HEIs). For inclusive higher education, diversity initiatives are supported by the Athena Swan Charter and the Race Equality Charter, which aim to reduce gender and racial disparities. However, the representation of women of color in senior leadership has remained disproportionately low. This entry aims to provide a comprehensive analysis of inclusive leadership in deconstructing power hierarchies that reinforced gendered and racial inequalities, which continue to shape women of color leadership pathways through the lens of intersectionality (Crenshaw, K. (1989). Demarginalizing the Intersection of Race and Sex: A Black Feminist Critique of Antidiscrimination Doctrine, Feminist Theory and Antiracist Politics. University of Chicago Legal Forum, 139–167) and decolonization (Said, Orientalism. Pantheon Books, 1978) as conceptual frameworks to understand the root causes of the underrepresentation of women of color. Drawing on scholarly literature and publicly available data and scholarly research on equality in higher education, this entry explores persistent barriers that women of color face, such as structural and intersectional racism, impostor syndrome and gaslighting, microaggressions and exclusion, stereotyping, prejudice, and cultural expectations. The discussion highlights how these exclusionary practices hinder the progression of women of color into senior roles and undermine the diversity and inclusion agenda in higher education institutions. Finally, the entry offers research-informed strategies to foster an inclusive and equitable UK higher education sector for staff and students by decolonizing racialized and gendered structures, moving beyond symbolic diversity and tokenistic inclusion, and promoting decolonization in practice.