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Chief Diversity Officers Organizational Legitimacy and Their CHIEF DIVERSITY OFFICERS ORGANIZATIONAL LEGITIMACY AND THEIR INCORPORATION INTO THE STRUCTURE OF PREDOMINANTLY WHITE INSTITUTIONS Megan J. Bottoms Submitted to the faculty of the School of Education in partial fulfillment of the requirements for the degree Doctor of Education in the Department of Higher Education Administration, Indiana University December 2020 Accepted by the School of Education Faculty, Indiana University, in partial fulfillment of the requirements for the degree of Doctor of Education. Doctoral Committee _____________________________________ Thomas F. Nelson Laird, Ph.D. _________________________________ Lucy LePeau, Ph.D. _____________________________________ Sylvia Martinez, Ph.D. Date of Defense December 3, 2020 ii © 2020 Megan J. Bottoms ALL RIGHTS RESERVED iii Acknowledgments “Trust in the Lord with all your heart and lean not on your own understanding; and in all ways acknowledge Him and he will make your path straight” Proverbs 3:5-7. The dissertation is a long and arduous process. One needs to be self-motivated and disciplined to stay focused on the project and complete it to the end. Completing a doctorate can be a chaotic life event already, but more so if you are trying to balance working full-time, moving, switching jobs, and trying to start a family. There were many instances that I wanted to walk away, but thanks to the support structure in my life through family, friends, colleagues, and faculty – I persisted in completion. There is never a "right time" for anything, only the present time. First, I want to thank my committee chair, Dr. Tom Nelson Laird, for his support, direction, and feedback. Thom not only guided me through the process but helped calm down in the frazzled months of 2020. Had it not been for Tom, I honestly believe I would not have finished, so thank you. I want to thank my committee for their direction and guidance. Their scholarly insight was invaluable in defining my research and developing me into a thoughtful scholar. I also want to thank Dr. Lori Patton-Davis for her influence and guidance in the beginning process. The dissertation refinement process was a tedious job to narrow down a specific area of my interest, but that work set the trajectory for the rest of the project. I am grateful that you were patient with me as we worked through all those drafts. Thank you as well to the other HESA faculty, associate faculty, Kelley School faculty, and professors who shared their knowledge and insight through class discussions and projects. Thank you to Dr. Don Hossler, my program faculty advisor, who provided direction not just on courses but on navigating the doctorate as well. During our first advising appointment, Don and I discussed how iv life events like moving and switching jobs caused some folks to quit before they completed. I did not tell Don this, but I wanted to defy those odds, particularly as a woman. You can ask my mother, but I have always been stubborn and want to prove I can do something. Finally, thank you to Kathy Murphy. Kathy is the administrative assistant for the HESA program and the glue that held this whole thing together. Kathy helped me make sure I made all my deadlines with the School of Education. She helped me submit all my necessary paperwork and get all my signatures. She helped schedule my defenses, and more importantly, she cheered me on every time I came into the office or turned in a form over email. I kept looking forward to the day that I could hand everything over to her and say “I finished”. I want to thank the Kappa Delta Foundation for the generous scholarships. The mission of Kappa Delta is to build confidence and inspire action in women and girls of all ages. The impact of graduate scholarships goes beyond monetary support. That funding advances vital research but also opportunities for women to impact their profession, career, family, and communities. AOT. I also want to thank the Malloy Family Scholarship through Indiana University for the funding to travel to expand my knowledge and understanding of my topic. Thank you to my editors Dr. Brian Edwards and Dr. Sabrena O’Keefe, the Heartful Editors, and Dr. Sara Kathleen Henry for their tireless dedication and attention to detail. It took me some time to swallow my pride and realize that I needed an editor. Sara and the team treated my dissertation like it was their own, and it is evident in the care and compassion they took guiding me along the process. An editor should not be someone solely to correct your mistakes but to guide you in telling your story. I also want to thank my aunt Sandy who initially started off helping me edit. I am grateful for her labor of love in that first year. v This doctorate journey is tough, and to walk it alone would be unbearable. To the many classmates, colleagues, and professionals along the way who impacted my professional work, research, supervision, passion, and learning, thank you for traveling this road with me. Your many conversations, discussions, exchanges of support, and encouragement inspired me to ask the tough questions and do the hard work. I am sorry I cannot name you all, but I would be remiss if I did not thank several folks. First, to Dr. Robert Meyer, Dr. Bruce Jacobs, and Ms. Denise Gowin, thank you for allowing me to work for you and pursue my degree at Indiana University, and Thank you to Dr. FeRita Carter in my current role at Riverside City College. These DREAM jobs impacted me in more ways than you could have ever imagined. I am so honored that I was not only able to work with you but also learn from you. Thank you all for encouraging and supporting my pursuit of this degree while working for you. I also want to thank my colleagues Dr. Kourtney Gray aka "work husband", Cassidy Sansone, Becca Holbrook, and Valerie Heruska for "picking up the slack" when I was in class or working on assignments during meetings. I really could not have done all this without your support and encouragement and for always asking me when I was going to finish. I also want to give thanks to some of the most amazing graduate assistants colleagues, and more importantly friends, Dr. Cameron Beatty and Melissa Abriani Banks. I was so fortunate that you were my teammates and partners and that we could rely on each other. Knowing that our programs, students, and committees were in your competent, knowledgeable, and eager hands allowed me to engage and focus in the classroom. Cameron and Kourtney I look forward to continue writing with you in the future. I also want to thank several of my other friends and colleagues along this journey. Libby Spotts, Leila Faranesh, Mattie White, Angela Rios, Dr. Deborah Hall, Dr. Greg Ferrer, and Dr. vi Nicole Smith for always keeping me grounded and focused and for holding my feet to the fire to finish. Your friendship and support during the times I needed to vent process, needed encouragement, and a swift kick in the butt; thank you! All of you also helped me through those late nights of writing and tight deadlines. Cheers! To my cohort and mates Aaron Lower, Leah Peck, JT Snipes, and Elijah Howe - thanks for helping me get through and for almost always wanting to be partners! Finally, thank you to all my family and friends who encouraged me throughout this journey. I love you all! Mom, Ric, Victoria, Alexa, Megan, Carrie, Melissa, Jessica, Andrea, and Bridget - thanks for always believing in me, for pushing me, and for having my back. We are all created for a purpose, discovering and living in that purpose is life's greatest journey. vii Megan J. Bottoms CHIEF DIVERSITY OFFICERS ORGANIZATIONAL LEGITIMACY AND THEIR INCORPORATION INTO THE STRUCTURE OF PREDOMINANTLY WHITE INSTITUTIONS Colleges and universities have often been seen as a social catalyst for diversity, equity, and inclusion. The shootings of Michael Brown and Trayvon Martin, and deaths of George Floyd and Breanna Taylor, gave rise to a national awakening of social justice. Colleges and universities have not been immune to the challenge of reconciling social and racial justice on their own campuses. Demands to address the diversity of student populations, lack of faculty and staff of color, and the absence of minority voices in the curriculum, among other things, have commanded colleges and universities to respond. One widespread response has been the incorporation of a Chief Diversity Officer (CDO) into the institutions organizational structure. Banerji (2005) and Leon (2014) defined the CDO as an executive-level position of who addresses, guides, and advocates for diversity initiatives within the institution, constituent groups, and curriculum. These executive-level decision makers are intended to not only be a response to the outcry from unrepresented populations for more representation, but it is expected these positions will make real and lasting change on college and university campuses. Through a qualitative interview-based approach, I examined the organizational legitimacy of four CDOs at viii predominantly White institutions (PWIs). Legitimacy is defined as “a generalized perception or assumption that the actions of an entity are desirable, proper, or appropriate within some socially constructed system of norms, values, beliefs, and definitions” (Suchman, 1995, p. 574). Legitimacy guides the exchange of resources between an organization and their external environment. Those who hold the resources hold the power and dictate how those resources are allocated (Austin & Jones, 2016). Using resource dependence theory (RDT) and institutional theory (IT), I found that internal legitimacy was created when a CDO was embedded into the organizational structure; there was support from executive-level leadership and senior leadership team; the CDO had adequate human, financial, capital, and technical resources; and they had credibility with the university faculty.
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