Contemporary models of operationalizing diversity on college campuses focus on the integration of diversity goals with the overall educational mission in ways that maximize the benefits of diversity for all. A growing number of institutions have created chief diversity officer (CDO) positions to procedurally and symbolically centralize diversity capabilities. The study of CDO positions is a relatively new focus in diversity and higher education literature, with research to date addressing commonalities and distinctions in organizational structures, portfolios, and strategies. This qualitative study of 5 women of color drew on critical race theory (CRT) and critical race feminism (CRF) to build on existing research. It examined, through semistructured interviews and document analysis, the ways that women of color CDOs experienced their roles and the impact of race and gender on their experiences. Four themes emerged: the ways that the CDOs came into and approached their work connected with how they navigated educational institutions as marginalized “others,” identity- and role-related isolation affected the CDOs, navigating microaggressions and stereotypes weighed on the CDOs, and the CDOs balanced competing expectations related to identity and role. These results add to literature about CDO roles and CRF by presenting the realities and limitations of incremental change for women of color and by highlighting the importance of the outsider perspective that women of color bring to CDO positions. Institutions must recognize the particular complexities faced by women of color CDOs and appropriately support these leaders in order to create more inclusive institutions.

中文翻译：

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有色人种大学首席多元化官员的女性经历。

在大学校园中实施多样性的当代模式侧重于将多样性目标与整体教育使命相结合，以最大限度地为所有人带来多样性的好处。越来越多的机构设立了首席多元化官 (CDO) 职位，以在程序上和象征性地集中多元化能力。CDO 职位的研究是多样性和高等教育文献中一个相对较新的焦点，迄今为止的研究解决了组织结构、投资组合和战略方面的共同点和区别。这项对 5 名有色人种女性的定性研究借鉴了批判种族理论 (CRT) 和批判种族女权主义 (CRF)，以现有研究为基础。它通过半结构化访谈和文件分析检查了 有色人种 CDO 女性体验其角色的方式以及种族和性别对其体验的影响。出现了四个主题：CDO 进入并开展工作的方式与他们如何作为边缘化的“他人”驾驭教育机构、与身份和角色相关的孤立影响了 CDO、驾驭微侵略和刻板印象给 CDO 带来压力，以及CDO 平衡了与身份和角色相关的竞争期望。这些结果通过展示有色人种女性渐进式变革的现实和局限性，并强调有色人种女性为 CDO 职位带来的局外人视角的重要性，为有关 CDO 角色和 CRF 的文献增添了色彩。