DEI Efforts in Higher Education

Chapter 3 critically examines the trajectory and evolution of Diversity, Equity, and Inclusion (DEI) initiatives in higher education. Despite growing attention and the proliferation of DEI offices since the early 2000s, scholars like Mitchell Chang argue that these efforts have not produced transformative change, largely due to entrenched institutional resistance and competing priorities within academia. The chapter traces the origins of DEI to the civil rights movement and subsequent legal and policy developments, including landmark Supreme Court cases like Regents of the University of California v. Bakke (1978), which shifted affirmative action toward a “diversity rationale” rather than direct remediation of inequality. The chapter highlights persistent barriers to substantive progress, such as superficial or performative DEI initiatives, lack of comprehensive institutional commitment, and the precarious position of college leaders who face little incentive to drive deep change. Data presented in the chapter reveal minimal increases in tenure-line faculty diversity and stagnant representation of women and people of color in leadership roles. The chapter examines the evolution of the chief diversity officer position and stand-alone DEI offices, compares HR and diversity competencies, and suggests a restructuring of human resources in higher education across administrative and academic silos to offer an integrated HR/diversity talent proposition.