There is considerable literature documenting the need to diversify leadership in higher education. When data tracking diversity is reported, representation is most often given in binary terms such as people of color versus White population. Although diversity has recently increased at colleges and universities, senior leadership remains predominantly White holding over 50% of these positions. When an intersectional framework is included, gender is most often added to binary terms making the complexity of both gendered and raced experiences of minoritized women invisible. This study introduces modernized South Asian women who make up an important and growing number of higher education leaders. This phenomenological study explores the lived experiences of 14 South Asian women who are leading at colleges and universities in the United States. The semi-structured interviews were conducted using Zoom virtual meetings. Each participant illustrated their perspective as they navigate through historical stereotypes and assumptions stemming from the model minority myth. The themes which emerged from this study: (a) identity acceptance in which the South Asian women represent dual roles according to gendered expectations; (b) navigating placement in which the recognition of inclusion and exclusion sets the direction of their involvement at their institutions and, (c) breaking barriers in which the South Asian women utilize the advantages of the model minority myth for equity and gender inclusion. These findings collectively contribute to the extensive body of literature accessible on race, gender and inclusion. The findings from the study identified their experiences as key factors in their transitional journeys to leadership. The recommendations from this study are stemmed from the findings for both institutional and individual practice and implementation. Active effort from higher education leaders to develop formal diversity and inclusion taskforces provides opportunity to reach diverse aspiring leaders. Recommendations for South Asian women as individuals seeking inclusion should focus on finding networks and mentorship programs geared towards equitable access to leadership. [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.]