The problem addressed in this study is the underrepresentation of professional staff in diversity, equity, and inclusion (DEI) initiatives at West Coast community colleges. Although DEI efforts have mainly focused on faculty, professional staff have been overlooked, potentially leading to decreased engagement and feelings of undervaluation. This qualitative phenomenological study explored professional staff perceptions of DEI initiatives. Drawing on Kotter's change management theory and perceived organizational support theory, the study used semi-structured interviews with 15 professional staff members. Thematic analysis revealed six key themes: (a) personal commitment to diversity, equity, and inclusion; (b) professional staff desire access to DEI professional development; (c) time and coverage as barriers; (d) management support is key; (e) professional development as a strategy; and (e) increasing evidence of leadership and organizational commitment. The findings revealed professional staff demonstrated a solid commitment to their roles and a desire for increased learning opportunities and organizational recognition. Recommendations include investing in professional staff development, providing management support, and acknowledging their contributions to sustain their involvement in DEI efforts. This research highlights the importance of inclusivity in DEI initiatives and suggests practical steps for colleges to involve professional staff effectively. [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.]