Introduction

Institutions of higher education stand at the fore-front of cultural change in an increasingly diverse American democracy. The fundamental connection between diversity and student learning in the different aspects of campus life is sometimes purely accidental. One of the most common misunderstandings about diversity is that it refers only to race/ ethnicity. By contrast, building a winning diversity equation draws on all aspects of diversity: gender, sexual orientation, disability, gender identification, and other salient characteristics of difference. The diversity audit can serve as a conduit for deeper engagement and dialogue regarding diversity and inclusion that involves stakeholders across the spectrum of academic and nonacademic areas. In an era of diminishing financial resources, investment in costly audit processes involving outside consultants or assessors can represent a significant hurdle for campuses. The audit can be led by the chief diversity officer in concert with academic and nonacademic leaders. To foster greater engagement, committee leadership can include partnerships between academic and nonacademic areas.