"... a commitment to hiring is often lacking, such that minority faculty remain underrepresented in the most secure, highest-paying and most influential tenured and upper-administrative positions -- those that have the potential for changing institutional norms and cultures."
Let me write that last part again: "those that have the potential for CHANGING institutional norms and cultures." viz. "conditional hospitality" (fr. Sara Ahmed), i.e. not just changing the face or diversity count, but the norms, values, and culture of an institution. That means broadening and complicating the standards of quality, i.e. not just the same old emblems of excellence in scholarship, teaching, and service, but innovative, bold, sometimes even disruptive forms—forms that are not legible to traditional academic culture and not compatible with "standard" benchmarks and rubrics. One small example: I can't tell you how many times I've heard scholars say that a Fulbright to Europe is more impressive than the same fellowship to Asia because the European ones are "harder to get". Even more of a concern, at every level, faculty of color risk opening their mouths if there is even a hint of dissent. Meanwhile, they continue to produce high quality publications, while ALSO having to acquire vocabulary and skills that translate to the existing, long-standing culture why their work is equal to (though often more valuable than) the work deemed excellent by traditional standards. That's twice the work and I haven't even mentioned service.
Check out this essay by Adia Harvey Wingfield in The Chronicle https://www.insidehighered.com/advice/2016/09/09/more-faculty-color-can-and-should-be-top-ranks-universities-essay