Abstract
Although extant literature on chief diversity officers in higher education has provided insight into their roles, priorities, and standards of practice, few studies have exclusively explored the perspectives and experiences of Black women CDOs. This qualitative study draws on theories of organizational change, critical race theory, and critical race feminism to make meaning of and interpret the experience as an inaugural Black woman chief diversity officer at a public regional institution in the South, with a focus on the author's experience leading the strategic planning process. This study advances the research on Black women in higher education, spotlighting the distinctive, layered, and intersectional journey of one Black woman CDO working in a predominately White institution in the South.
TopIntroduction
As institutions of higher learning grapple with social, economic, and political issues of the twenty-first century, a key challenge has been to elevate, integrate, and centralize diversity, equity, and inclusion (DEI) functions in colleges and universities (Williams & Wade-Golden, 2013). Microcosms of the larger systemic inequalities reflected in society; institutions of higher education often reproduce social inequities (Worthington 2020). Institutions established Chief Diversity Officer (CDO) positions to centralize DEI work, with a focus on improving inclusion and integrating this work more fully around the entire campus (Williams & Wade-Golden, 2013). When institutions are sincere in improving the diversity climate and advancing their focus on DEI practices within the institution, CDOs can serve as change agents within the institution, developing sustainable diversity-focused initiatives, addressing systemic inequities, and guide efforts to engage in proactive, inclusive approaches that support cultural and institutional change (Williams & Wade-Golden, 2013; Worthington et al., 2014).
The extant literature on CDOs has provided insight into the roles, priorities, and standards of practice for CDOs. Decades of research highlight the challenges and barriers CDOs face when engaging in the work of shifting culture and building infrastructure that integrates diversity at the core of the educational experience. Recent studies sought to better understand the experiences of women of color CDOs and how their social identities influence how they enact their professional responsibilities. In her 2016 study about the experiences of women of color (Black and Latina) serving as college and university CDOs, Nixon found that “social identities affected how they experienced their lived reality as extreme tokens, and they had to manage their own expectations, in addition to the impressions of others regarding behavior, competency and status, in order to fulfill their functional and symbolic roles” (314). While motivated to advance the institution beyond a focus on compositional diversity and serve as role models for others, her study highlights shared feelings of pain, isolation, doubt, and frustration. In her 2016 dissertation exploring the experienced women of color (Black, Latina and Asian) CDOs, Maraña found similar results, highlighting a shared sense of responsibility and pride in serving in their role and feelings of isolation and discrimination.
Key Terms in this Chapter
Inclusion: The involvement and empowerment of all people to create a climate where differences are welcomed and all supported, respected, valued, and heard.
Black: A term used to describe members of the African diaspora, regardless of national origin.
Diversity: Identity in its various forms and expressions, including, but not limited to, race, ethnicity, gender identity, gender expression, sexual orientation, sex, socioeconomic status, language, national origin, religion, age, (dis)ability status and political perspective.
Chief Diversity Officer: A senior leader who develops and implements DEI initiatives within an organization and advances DEI as core values and critical components of the organization's culture.
Strategic Planning: A process in which an organization's leaders define their vision for the future and identify their organization's goals and objectives.
Equity: Promoting justice within procedures and processes and the removal of barriers that prevent full participation, as well as the provision of information and resources that empower individuals to fully engage in all aspects of community life.