The Complex Mandate of a Chief Diversity Officer

The Chronicle of Higher Education
From the issue dated September 26, 2008

By DAMON A. WILLIAMS and KATRINA C. WADE-GOLDEN
Perhaps more than any other top campus administrator, the chief diversity officer is a lightning rod for criticism. Of course, some people simply oppose efforts to increase access, equity, multiculturalism, and inclusion. But even people committed to diversity can object to the presence of these officers.
Some critics believe that hiring a chief diversity officer removes the responsibility for diversity and inclusion from the university's president, other leaders, faculty members, and the campus as a whole. The institution now has a "diversity messiah," who is singularly responsible for advancing campus-diversity efforts and is nothing more than a symbolic figurehead.
Others believe that, in the interest of political correctness, the officer will encourage the admission of students who are not well qualified, and the hiring of faculty members whose scholarship does not meet the institution's standards. Many of those criticisms stem from an incomplete or misguided understanding of the context, mission, and role of the chief diversity officer.
It seems likely that change and diversity will be permanent characteristics of the 21st century. The rise of the global economy has led to corporations' seeking employees from different backgrounds and experiences who can work with and lead diverse groups. Social-science research reveals changing demographics and demonstrates the importance of diversity to learning and organizational performance.
Campus-diversity efforts are no longer important simply because they are morally right, a continuation of the civil-rights movement. Diversity efforts are important because they are fundamental to quality and excellence in the world in which we live today. Moreover, diversity is more than a black-and-white binary; it now includes race, ethnicity, gender, sexual orientation, ability, nationality, religion, and a host of other dimensions.
Indeed, if we apply that broad definition of diversity, an examination of many academic institutions shows dozens if not hundreds of offices, initiatives, programs, courses, and scholarships designed to reach ever-expanding institutional diversity goals. To maximize those efforts, the strategic leadership of a chief diversity officer is more important than ever.
One of the key findings of our research on the role of campus diversity officers is that no officer alone can singularly direct campus-diversity efforts; collaboration is essential. Anyone who envisions the officer as leading a cavalry charge like John Wayne is missing the importance of building a consensus and relationships. While some officers may have several units under their direct authority, none has full responsibility for all academic hiring, curriculum development, and the myriad of other areas related to an institution's diversity agenda. [To read the entire story, go to: http://chronicle.com/weekly/v55/i05/05b04401.htm?utm_source=at&utm_medium=en ]