ABSTRACT
Over the past several decades, U.S. colleges and universities have come to rely on diversity initiatives to ensure racial heterogeneity on campuses (Berrey, 2008; Kirkland & Hansen, 2011; Stevens, 2007). Such efforts are not unique to postsecondary institutions, as diversity is one of the primary frameworks Americans use to deal with race in organizational life (Berrey, 2008; Edelman, Fuller, & Mara-Drita, 2001; Goode, 2001; Kalev, Dobbin, & Kelly, 2006; MacLean, 2008). Following the passage of civil rights legislation in the mid-twentieth century, public sector institutions were required to use Affirmative Action in hiring and admissions policies to compensate for historical exclusion and prevent further discrimination (Collins, 1997; Jackson & Nunn, 2003).
