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As student affairs practitioners who have worked in higher education for over 15 years and navigated diversity, equity, and inclusion (DEI) roles for the majority of our careers — there are a number of lessons we wish we had learned before entering the field. Many of these lessons can only come with experience and maturity as a professional. However, there are a few practical lessons that would have been useful as we took on some of our initial DEI positions. Here, we share our top three lessons that can help others starting DEI careers in higher education.
Your reputation does not always precede you.
DEI work is dynamic and ever-changing. Not to mention, for many DEI practitioners, this work can be exhausting and isolating if they are in a contentious environment and do not feel a great sense of belonging or appreciation. The battles we fight today will look different and more sophisticated tomorrow. The language used to describe specific identities and issues will evolve with new perspectives and arguments. It is a must for DEI practitioners to change with the times if they are going to be successful. This is not to say that colleagues in other functional areas do not have to grow with time. But unlike work that is project-driven, DEI practitioners are viewed as change agents. The stakes for accomplishing community buy-in and outcomes are greater. No matter what you may have accomplished previously in DEI spaces at other institutions or industries, the reality is, you will need to prove yourself and expertise once again when entering into a new campus community. Staying in the know on emerging campus climate issues and larger societal events, as well as constantly honing your skill set to reflect the industry’s best practices, will be critical.
Institutional type determines what DEI work looks like.
We recognize that for many folks, personal needs and factors such as geographic location, salary, and title may be the driving forces for the appeal of a role. But, an institution’s geographic location, history, student demographics, endowment, and alumni engagement are just a few aspects that can make or break a DEI practitioner’s experience as well. Before hopping into a position, you will want to make sure that the institution will allow for you to work on DEI efforts that are aligned with your area of knowledge and expertise. Not all DEI work is the same. While higher education at large has inequities that cut across every institution, such as race and class — it’s important to recognize that institutional type and history shape how the academic community will embrace the work you are hoping to accomplish. While this is a valuable lesson for newer professionals, this can impact a senior level DEI practitioner as well if they are entering an institution where the priorities are different.
For example, a large public institution might allocate lots of resources towards a Basic Needs or DREAM Center whereas a small liberal arts college is looking to build awareness and inclusion around mental health and first-generation college student efforts. Each institution has a unique reputation and historical backdrop that attracts a particular type of student. For small private institutions where alumni play a large role in recruitment and fundraising, initiatives can be kickstarted at a faster rate depending on giving. While, say, a board of regents or the state government may play more of an active role in policy shaping on DEI issues at public institutions. The board of trustees may also be an incredibly influential facet of campus depending on the institution. These are all important elements to consider when thinking of how to potentially transform a campus and who may be the key allies and partners in advancing work, as well as those who may be dissenters.
Be at peace with the small wins.
This work is not for the faint-hearted. DEI practitioners must be committed to uplifting communities and holding institutions accountable when needed. You have to build a strong positive rapport and leverage social capital in critical moments while also leading difficult conversations. Not every office, department, or institution will be ready to follow your lead and expertise or even understand the depth of the work you are looking to accomplish. In order for DEI to thrive optimally, it requires collective buy-in and investment from the community. Systemic change will not occur with one or two folks leading a functional area without the cooperation and buy-in from other critical areas of campus. Therefore, wins will often occur incrementally. Some will be larger and more impactful than others, and some will simply lay the groundwork to allow this work to persist. Similar to what we tell our student leaders and student activists — you will not be able to see everything through. Sometimes you will simply be laying the foundation for the next person or group of people to elevate. That is just as valuable and worthy of your time. As practitioners, we hold ourselves to high standards and want to accomplish a great deal, but there are always competing factors that can stifle progress. Being at peace with these realities and learning to navigate within the confines of those challenges will be the key to your peace and ultimate success.
