This study examines the role of deans, department chairs, and diversity officers within the faculty diversity and hiring discourse. Using an embedded case study approach, I conducted semi-structured interviews with 12 administrative and academic leaders across four academic departments to understand their theories of change to advance faculty diversity within their departments and divisions. Findings reveal three primary theories of change that organized strategic efforts: incrementalism, pragmatism, and progressivism. The nature and impact of these change theories and strategies are discussed, and I conclude with recommendations for future practice and research.