ABSTRACT Administrators of color in predominantly White institutions (PWI) navigate from dual positions of privilege and marginalization. Within PWIs, administrators of color experience marginalization in terms of their racial/ethnic makeup. Specifically focusing on the administrative level, 95.8% of executive provosts and 86.2% of deans of academic colleges are White. At the faculty level, nearly 10% of full professors are people of color. However, even with such exclusionary practices, 87.7% of chief diversity officers are racial minorities. The current study seeks to understand how highly educated administrators of color work for diversity, inclusion, and equity initiatives while navigating from their dual positions of marginalization and privilege. Using the theoretical lenses of co-cultural theory, dominant group theory, and intersectionality, the study seeks to understand how privilege and marginalization ebbs and flows depending on particular contexts. Findings indicate that optimizing privilege through co-cultural praxis and impeding through mentoring are two common strategies used by administrators of color.

中文翻译：

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部门间机构：主要以白人机构为颜色管理者

摘要主要是白人机构（PWI）的色彩管理者会从特权和边缘化的双重位置中导航。在PWI中，色彩管理者的种族/民族构成被边缘化。专门针对行政级别，白人中95.8％的行政副总裁和86.2％的院长是白人。在教职员工中，将近10％的正教授是有色人种。但是，即使采用这种排斥做法，首席多样性官中仍有87.7％是少数民族。当前的研究旨在了解受过高等教育的色彩管理者如何在实现多元化，包容性和公平计划的同时，从边缘化和特权的双重立场出发。利用共文化理论，优势群体理论和交叉性的理论视角，该研究试图了解特权和边缘化如何根据特定情况而起伏。研究结果表明，通过共同文化实践来优化特权和通过指导来阻碍特权是色彩管理者使用的两种常见策略。