This chapter introduces the Inclusive Excellence (IE) Change model as an organizing framework for diversity that re-centers institutional diversity strategy on student learning outcomes. IE opens the door to enhanced organizational learning. As Larry Burnley suggests, the organizational learning process requires reframing of excellence and understanding the ways in which institutions have perpetuated and reproduced social inequality. An organic leadership strategy combines academic and administrative leadership with the collaborative input of faculty, staff, and students, organizational culture plays a critical role in the process of cultural change. The chapter focuses on a case study of Princeton University that explores the ways in which an elite private research university is addressing historical and contemporary issues of inequality in reflective ways and moving forward purposefully on its diversity agenda. This case study explores the ways in which administrative action and student activism have propelled significant advances in a diversity culture shift at a prestigious Ivy League institution.