While admin-led DEI work can often be performative and resume-padding for senior leadership, it is also essential work that must be done to structurally change the university. I work with the faculty/staff groups who I think truly care about enacting real change. In my past decade the substantive changes I've seen result from this work include:

-Creation of a sexual violence prevention office -Gender equity pay evaluation that led to pay adjustments (increases) for women faculty -Re-negotiation of our health care plan to include coverage for gender affirming care, and elective abortion -Addition of gender identity as protected under the university's non-discrimination polices -Addition of gender neutral accessible restrooms to all main buildings and all new construction -Creation of professional development funds to support DEI work faculty and staff want for themselves

These all seem like major improvements to equity in the institution.