Family businesses are a critical part of the African economy, yet many fail within one generation and most within two generations. Moreover, women are generally not part of leadership succession in family businesses due largely to institutional logics that serve as impediments to women in business leadership. The intent of this dissertation is to fill a gap in the research literature and knowledge on the experiences of female successors in African family businesses by investigating the influence of institutional logics (cultural, ownership, management and family factors) on the leadership succession of women in African family business. A qualitative study consisting of semi-structured interviews was conducted with eight female leadership successors in African family business representing different industries. Participants were asked about their perceptions about being a woman in business, the nature of female succession in family-owned businesses, and impediments they perceive to the success of women in business. Ultimately, the findings uncovered various institutional, familial and individual impediments to women taking on leadership roles, such as institutional attitudes towards women, gender stereotypes, masculine attitudes of entrepreneurship, a lack of access to resources, and access to education and training amongst girls and women. Overall, this research contributes to theory and knowledge on how women’s succession in a family firm is affected by institutionalized African legal and sociocultural norms’ and the impact of management, ownership and family elements in family businesses. / Business Administration/International Business Administration