Recently, I have had several conversations with white colleagues who have dedicated their educational pursuits to becoming advocates for social change. They describe experiencing a glass ceiling of sorts, unable to break into full-time diversity jobs because they are white.
Although the roles of chief diversity officers (CDOs) vary from institution to institution, primarily they serve as policy advisers who are also responsible for cultural and educational programming and training, as well as support for affinity groups. Many diversity offices focus primarily on issues of race, though the trend is moving toward being more inclusive beyond race.
Recently, I have had several conversations with white colleagues who have dedicated their educational pursuits to becoming advocates for social change. They describe experiencing a glass ceiling of sorts, unable to break into full-time diversity jobs because they are white.
Although the roles of chief diversity officers (CDOs) vary from institution to institution, primarily they serve as policy advisers who are also responsible for cultural and educational programming and training, as well as support for affinity groups. Many diversity offices focus primarily on issues of race, though the trend is moving toward being more inclusive beyond race.
So here’s the question: Should diversity and multicultural professional jobs be earmarked for people of color? If so, what is the role of white allies?
In the academic world, the social identity of an instructor seems far less important than the content of a course itself. There are countless examples of men teaching women’s history courses or white people teaching black history. What seems to be most critical is the ability of the instructor to have a mastery of content.
Are CDOs different from their academic counterparts? Both need content mastery. In my opinion, a CDO should have an understanding of social justice identity development models, social justice theory, and group facilitation, to name a few. However, should being a member of a particular underrepresented group also be a prerequisite?
Still, how much do we want allies on the forefront of social change? When allies, more specifically white allies, are hired as CDOs, is it another example of whites co-opting the power of people of color? Are whites using their privilege, however well intended, to take further opportunities and power away from people of color?
I must confess that I have mixed emotions, as a case can be made for either perspective. Here are some thoughts.
Benefits of having white people serve as diversity professionals:
Theoretically, we want allies to do the lion’s share of educating people from privileged groups because of the toll it takes on those from marginalized groups. Having a white person leading the charge would seem to align with that goal.
A white person serving as a CDO at a predominantly white institution may be heard differently than a person of color in the same position. As a rule, white people often feel less defensive being challenged by other white people; thus, they may be more likely to engage in dialogue around race.
What about people of color who serve as CDOs but who are not inclusive of other marginalized groups — for instance, a person of color who may be homophobic and, as a result, does no outreach to LGBTQ individuals? Would this person be preferable to a white CDO who is more inclusive of other issues beyond race?
Limitations of having white people serve as diversity professionals:
Perhaps the most salient argument for having a person of color in the position of CDO is the role modeling that takes place for people within marginalized groups. At predominantly white institutions, there are few too faces for students of color to identify with, so having a strong mentor of the same race is invaluable. It allows a safe space for students of color to bring their concerns and to connect with other people of color.
Having a CDO of color offers a perspective that may be overlooked or ignored on predominantly white campuses in regard to race. The saying “you don’t know what you don’t know” is a fitting example of this. Even well-intended white people might miss many micro- and macro- racial aggressions without the help of people of color.
During my graduate experience in 1983, I recall attending a session on homophobia. At that time, I was unaware of what that term meant; I thought homophobia was the fear of people leaving their homes. So when I went to the session with that mindset, I was shocked by the content presented. It was the first time I had witnessed a lesbian tell her story unapologetically and with pride. A switch flipped inside of me as I was grappling with my own coming out process at that time in my life. Would a heterosexual person presenting the same information have had the same effect on me? No. The information still would have been valuable, but the impact would not have been as powerful.
So here is my final thought: If the job description of CDO is to focus on racial issues, then I believe it is critical to have a person of color in that position. However, if the job description extends beyond race and is more inclusive of other underrepresented populations, then the racial identity of the CDO would not be as critical.
What matters most is that the work gets done. Creating more socially just organizations and communities can only be accomplished when everyone takes the lead.●
Maura Cullen, EdD, is a diversity and inclusion speaker and author of the book 35 Dumb Things Well-Intended People Say: Surprising Things We Say That Widen the Diversity Gap. She is also a founding member of the Social Justice Training Institute, a nonprofit organization focused on the professional and personal development of social justice educators and practitioners. To learn more, visit thediversityspeaker.com.
