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This dissertation examines the persistent decline of women coaches in NCAA Division I collegiate athletics over the past five decades, employing a sequential exploratory multi-method design combining systematic review, qualitative interviews, and ethnographic observations. The Coach Advancement and Retention Framework (CARF) was developed as an analytical tool integrating gender role theory, succession theory, and mentorship theory to examine how organizational practices and cultural expectations influence women coaches' career trajectories. A systematic review of 52 peer-reviewed studies from 2003 to 2024 established the empirical foundation for understanding documented barriers and mechanisms. Semi-structured interviews with 11 current and former NCAA Division I women head coaches from diverse sports, career stages, and demographic backgrounds provided contemporary evidence of challenges affecting advancement and retention. Ethnographic observations at three universities documented organizational climates and policy implementation practices. Findings revealed six interconnected themes demonstrating how systematic exclusion operates through network-based succession practices, differential credibility assessments, intersectional barriers, mentorship deficits, organizational culture variation, and adaptive navigation strategies. The study contributes empirical evidence for understanding gender equity challenges in athletic leadership while providing a framework for developing evidence-based organizational interventions.