This qualitative multiple case study examined diversity perceptions of California community college senior leaders and sought to provide insights into how a senior leader's view of diversity concepts influences their actions in succession planning and selection of leaders and faculty. An in-depth qualitative analysis of participant interviews and researcher observations led to initial themes, subsequent findings, and conclusions. Critical Race Theory (CRT) was applied to further analyze the data. Congruence among the leader perceptions and the types of conscious or unconscious issues related to race and equity were critiqued through this lens and counter stories became evident. Three research questions guided this study: *How do community college leaders conceptualize diversity? *What evidence exists that community college leaders share meaning when creating and reviewing strategic plans and succession plans and when implementing diversity initiatives on their campus? *How might Critical Race Theory highlight conscious and unconscious ideas about race and ethnicity that may possibly be embedded in community college leaders' perceptions about diversity? Five key findings emerged from this study: 1) length of service impacts diversity perceptions and succession planning; 2) location of campuses masks the importance of diversity efforts; 3) advocates are respected and heard, but their views may not lead to action; 4) personal background and interests dominate a leader's diversity perceptions; and 5) interpretation of laws have implications for programs and policies. Based on the findings, it was concluded that California community college senior leaders lack shared meaning around diversity priorities. Diversity within these institutions encompasses a great range of differences including gender, age, disability, religion, skill set, sexual orientation, and personality, as well as race and ethnicity. A clear priority of who to include and how to attract various diverse elements for leadership and faculty openings in the districts was lacking. Additionally, California community college senior leaders lack shared knowledge and interpretation of the laws that govern succession planning and diversity in hiring (beyond recruitment committee representation). Recommendations were provided with the goal to help improve shared meaning and understanding of diversity for California community college senior leaders. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com.bibliotheek.ehb.be/en-US/products/dissertations/individuals.shtml.]