Staff members in institutions of higher education who are not faculty, such as those who work in student affairs, information technology, student business services, and other areas, may feel invisible and unappreciated. This sense of obscurity for racially marginalized staff can be intensified by discrimination and oppression that persist within these institutions, despite the implementation of diversity, equity, and inclusion (DEI) initiatives. Unfortunately, higher education literature that examines perceptions and experiences related to racism, oppression, and DEI initiatives tends to focus on students or faculty, neglecting the experiences of professional staff. This qualitative case study delved into the perspectives of racially marginalized professional staff concerning a predominantly White institution's (PWI) endeavors to establish a diverse, equitable, and inclusive environment, employing a critical race theory (CRT) framework. Utilizing a two-phase interview approach, encompassing walking and sitting interviews, nine participants shared their insights and experiences related to Diversity, Equity, and Inclusion (DEI) efforts on campus. The data analysis involved an inductive, iterative coding process of the interview data. Concerning participants' workplace encounters on campus, the findings underscored instances of racial and ethnic bias, discrimination, threats of violence, discrimination based on intersectional identities, being discredited in the workplace, and perceptions of being less valued by administrators compared to faculty, sometimes even facing devaluation by faculty themselves. Regarding participants' perceptions of the institution's DEI effectiveness, a majority expressed unawareness of any DEI initiatives and perceived those they were aware of as lacking permanence. Participants highlighted the challenge of insufficient racial diversity among employees, citing political interference with the institution's DEI efforts. Despite acknowledging these challenges, participants strongly felt that the institution should address DEI concerns. Additionally, the study revealed that DEI programming encountered issues when not appropriately administered, and participants displayed mixed reactions to how their White colleagues received DEI programs and initiatives. This study carries significant implications, affirming that racially marginalized staff encounter notable challenges within Predominantly White Institutions (PWIs), including instances of discrimination, bias, ridicule, violence, and devaluation. Moreover, the findings suggest that institution-sponsored Diversity, Equity, and Inclusion (DEI) programs were perceived as more performative than substantive, while grassroots-led initiatives initiated by staff members addressing diversity, equity, or inclusion demonstrated a greater potential for sustainability. Lastly, a poignant observation from one participant underscores the implication that staff being viewed as "second-class citizens" in comparison to faculty significantly contributes to their sense of devaluation within the institution. Drawing from the study's findings, four key recommendations were developed. First, institutions of higher education should "take a stand" against racial discrimination, microaggressions, and violence. Second, higher education institutions "should take a bow," stop performing, and be intentional with their efforts to positively foster diversity, equity, and inclusion on campus. Third, institutions should "take a seat" and increase diverse representation among employees. Fourth, institutions should "take a leap" and prioritize the equal recognition and valuation of staff, mirroring the acknowledgment and opportunities afforded to faculty. In terms of future research, there is a necessity for in-depth analyses of the experiences of all higher education staff, quantitative examinations of staff and faculty salaries from an equity perspective, comparative investigations into staff policies and practices in states with restrictive DEI legislation versus those without, and further research on the effectiveness of grassroots DEI initiatives. [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://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]