IntroductionAccording to Northouse (2009), leadership is a concept of multidimensional aspects that include skills, abilities, intrinsic qualities, behaviors and relationships. All or some of these dimensions can be observed in an individual possessing leadership potential in different combinations and can be recognized when the intention to bring about a change in an organization is for the greater good (2009). Even with good intentions and desires for positive change, paths to leadership can be blocked by long periods of time and laborious experiences. The male gender, especially white males and the majority in the United States, has dominated the field of leadership, thus creating psychological barriers whereby excellence, potential and aptitude are enviably linked to the male gender (Jackson, Engstron , & Emmers-Sommer, 2007). Many explorations and developments draw on leadership theories centered on white male gender prototypes, establishing ideologies apparent to that same race and gender, indicating status and power, and mentioning minimal influences aspired to by women and minorities. Speculation about this has led to women and minorities experiencing delayed or no advancement in managerial leadership roles (2007). Recent literature more readily discusses signals that suggest racially and male-oriented leadership ideologies as the data describe possibilities for setting aside women or minorities who may have potential and credibility for leadership positions. Two articles, The Synergistic Leadership Theory (SLT), (Irby, Brown, Duffy, & Trautman, 2001) and White Standard: Racial Bias in Leader Categorization (Rosette & Phillips, 2008) investigate female and minority presence. .. half of the document ......ng from behavioral predispositions. Subtle aversive racism derived from negative stereotypes continues to spread prejudice among women and minorities. Leadership prototypes that refer to being white as “the” stereotypical yet existing characteristic and secular constructs that affect minorities and not mentioned in these surveys, minority women. In many cases they occur in leadership where individuals in power establish the culture of the organization or create biases that undermine acceptance of leadership potential and follower support. Research that ignores leadership traits, values, behaviors, skills, and abilities instead establishes data based on traditional beliefs about any group that does not exclude older adults, minority women, and others, is steeped in given attitudes by the majority and questionable.