<p> American females face challenges such as the glass ceiling, gender pay gap, and other hindrances due to gender discrimination. African American females face both gender and racial discrimination. The study consisted of 262 female undergraduate and graduate business students. An equal number of African American (131) and White American (131) females participated in the study. The purpose of this quantitative study was to examine the females&rsquo; leadership self-efficacy and leadership aspiration. In addition, the study focused on potential differences between the two groups of females. The findings revealed no significant differences between the two groups on leadership self-efficacy, nor for leadership aspiration, but the overall scores were high. Additional findings revealed ethnicity was found to moderate the relationship between leadership self-efficacy and leadership aspiration. At low levels of leadership self-efficacy, African American female business students have higher leadership aspirations than do White American female business students, while at high leadership self-efficacy, the White American female business students have slightly higher leadership aspirations than African Americans. Despite the possibility of the African American females in the study&rsquo;s history of double jeopardy challenges due to gender and ethnicity, they do not require higher leadership self-efficacy than their peers. This study highlights the unique challenges of females aspiring to leadership positions and the additional issues African American females potentially face. The future of female business students in America aspiring leadership is unique from their male counterparts. The findings are relevant to understand the converging of leadership, gender, and ethnicity in society.</p><p>