Emerging Trend: The Chief Diversity Officer Phenomenon within Higher Education

Abstract

Given that this study touched on the sensitive topic of diversity, very little research exist on the subject of chief diversity officers (CDOs), this research investigated the emergence of the CDO position within higher education. This qualitative study examined seven CDOs and their institutions in order to assess the impact these leaders are having on the campus culture at their institutions multicultural educators. The CDOs at the institutions differed in how they ascended to that role, their titles, who they reported to, and areas of responsibilities. Some cited near perfect harmony among members of the campus community around diversity issues, while others had met with challenges. Additionally, the CDOs did experience some success with collaboration on diversity initiatives.Keywords: diversity, chief diversity officer, higher institutionsINTRODUCTIONA growing trend on campuses nationwide appears to be the hiring of chief diversity officers (CDO). This development in achieving diversity outcomes has yielded a professional association, the National Association of Diversity Officers in Higher Education (NADOHE), that is dedicated to serving as the preeminent voice for diversity officers in higher education (NADOHE, 2009, p. 1). Incorporated in 2006, NADOHE boasts well over 90 members and close to 150 institutions (NADOHE, 2009). Gose (2006) noted that elite universities, such Harvard, Texas AM therefore, a CDO, let alone any new diversity policy, is unnecessary. The purpose of this study was to investigate the impact of seven CDOs on the campus culture at their respective institutions.For those who hold the title CDO, a presumption exists by some within the institution that the CDO should be the sole authority for building a campus culture that embraces diversity. This can sometimes lead to an overload for the CDO and have unintended consequences. Rosser and Javinar (2003) concluded that there is a correlation between how a student affairs professional views their job responsibilities and their job satisfaction. Already, those who work in diversityrelated positions on college campuses, typically at the director, assistant director, and coordinator levels, acknowledge they are the go-to individuals when it comes to diversity. As a result, other colleagues not in diversity-related positions take on the persona that they are free from having to focus too much attention to diversity. This situation has caused some within diversity and multicultural affairs positions to feel alienated from colleagues who demonstrate little or no interest in diversity, but who pass multicultural responsibilities to the diversity person.Although the hiring of CDOs might provide one avenue to promote diversity on college campuses, it is uncertain how effective they will be in implementing diversity initiatives. …