The number of women in the workforce is increasing, but they continue to hold few corporate leadership positions. Women are running into the glass ceiling, a ceiling that is thicker for Women of Color. The under-representation of women and minorities in leadership positions and the recognition of the business value of Diversity in this global economy have driven organizations to launch diversity programs and use mentoring as support for aspiring women leaders. Ragins and Cotton’s 1991 research found that there were barriers for women who were looking to use mentoring as a tool for leadership development, but her participants were mainly White. In this age of diversity awareness, the question of whether similar barriers exist for Women of Color needs answering. Using factor analysis and hierarchical multiple regression analysis, this research built on Ragins and Cotton’s original study to explore whether Women of Color perceive barriers in obtaining mentoring relationships for career development. It was found that Women of Color perceive three of the same barriers as those found in the Ragins and Cotton study, however, these women tended to disagree with many of the items found for these barriers. The electronic version of this dissertation is at Ohio Link ETD Center, www.ohiolink.edu/etd.