The purpose of this article is to examine factors that influence how Black female athletic administrators negotiate their personal identity. Negotiation of identities is not only about what people say and do, but where and when they do it, as well as with whom they do it. Thus, it is important to identify social, personal, and organizational factors that influence identity negotiation outcomes. In doing so, this article integrates Thomas and Ely's (1996) diversity perspectives with behavioral confirmation theory and Swann's (1987) theory of self-verification to gain an understanding of the mechanisms and processes that influence Black female athletic administrators' and coaches' identity negotiation outcomes. Six propositions are advanced concerning how personal factors, social status, organizational status, and three diversity perspectives (integration and learning, discrimination and fairness, and access and legitimacy), can support Black females in verifying their self views or conforming their identity to others' expectations. (Contains 1 note.)