Working Paper: NBER ID: w24969
Authors: Steven W. Bradley; James R. Garven; Wilson W. Law; James E. West
Abstract: As the American college student population has become more diverse, the goal of hiring a more diverse faculty has received increased attention in higher education. A signal of institutional commitment to faculty diversity often includes the hiring of an executive level chief diversity officer (CDO). To examine the effects of a CDO in a broad panel data context, we combine unique data on the initial hiring of a CDO with publicly available faculty and administrator hiring data by race and ethnicity from 2001 to 2016 for four-year or higher U.S. universities categorized as Carnegie R1, R2, or M1 institutions with student populations of 4,000 or more. We are unable to find significant statistical evidence that preexisting growth in diversity for underrepresented racial/ethnic minority groups is affected by the hiring of an executive level diversity officer for new tenure and non-tenure track hires, faculty hired with tenure, or for university administrator hires.
Keywords: chief diversity officer; faculty hiring; diversity; higher education
JEL Codes: I23; I28; J78
Edges that are evidenced by causal inference methods are in orange, and the rest are in light blue.
| Cause | Effect |
|---|---|
| Hiring of a CDO (M12) | Changes in faculty and administrator diversity (J79) |
| Hiring of a CDO (M12) | Changes in diversity hiring patterns (J79) |
| Hiring of a CDO (M12) | Proportion of underrepresented faculty hired (J79) |
| Hiring of a CDO (M12) | Proportion of diverse tenured faculty hired (J79) |
| Changes in diversity (Q57) | Hiring of a CDO (M12) |