There is, a significant gender representation gap in higher education. Along similar lines are the aspect of hiring faculty that identify as female within an ethic minority group, despite the noted benefits of hiring a diverse faculty. Unfortunately, many studies on minority hiring do not differentiate between the two genders, as a result there is very little information as to the hiring statistics of women who identify within an ethic minority group, among various institutional types, which this study aims to rectify. The study was done by using available documents, and interview data to do a qualitative analysis with the aim to answer the three cumulative guiding research questions: (1) To what degree do institutions actively hire and retain diverse faculty divisions? (2) What do institutions report as positive or negative elements directly affecting their use of best practices in hiring and retaining a diverse faculty division? (3) What do institutions report as their actual hiring and retention activity with respect to diverse women in administrative, faculty, staff, and maintenance positions over the past five-year period? [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.bibliotheek.ehb.be/en-US/products/dissertations/individuals.shtml.]