Increasing diversity among development staff is a persistent challenge for college and university advancement leaders. In 2015, Council for Advancement and Support of Education (CASE) surveyed chief advancement officers of 35 U.S. development programs about efforts to achieve greater staff diversity. In 2016, CASE conducted follow-up interviews with 35 staff leaders of eight institutions identified as having valuable perspectives on increasing staff diversity, defining diversity as including race, ethnicity, sexual orientation/gender identification, disability, veteran status, and other dimensions. Leaders strongly affirmed the need for staff diversity as a moral imperative, as a reflection of increasingly diverse student and alumni populations, and in the belief that a diverse staff is stronger and more innovative. They did not believe that frontline fundraisers always had to be matched, demographically, with prospective donors. Diverse development staff expressed concern about the existence of a rigid "color ceiling" at the director level and above and a desire to see more diversity among senior leadership in development. They identified informal career networks made up of non-minority professionals as an ongoing obstacle for diverse professionals seeking promotion to the leadership level. Results identified a range of programmatic initiatives and human resources practices that may help advancement leaders increase staff diversity but noted that achieving staff diversity requires a significant allocation of resources and changes in hiring and retention practices as well as changes in institutional culture.