ThE UNIVERSITY of California, Berkeley is currently advertising for a “director of cell culture, fly food, media prep and oncall glass washing facilities”. Applicants need an advanced degree and a decade of research experience, and must submit a CV, a cover letter and a research statement—as well as a statement on their contributions to advancing diversity, equity and inclusion. Seemingly everyone (this director, the next head of preservation for the library, anyone who dreams of a tenured professorship) must file a statement outlining their understanding of diversity, their past contributions to it and their plans “for advancing equity and inclusion” if hired.
Not long ago, such statements were exotic and of marginal importance. Now they are de rigueur across most of the University of California system for hiring and tenure decisions. Studies claim that as many as one in five faculty jobs across America require them. And government agencies that fund scientific research are starting to make grants to labs conditional upon their diversity metrics and plans.
Proponents argue that such things are needed to advance concepts normally invoked by abbreviation: diversity, equity and inclusion (dei), sometimes with “belonging” appended (deib), or “justice” (deij), or else rearranged in a jollier anagram (jedi). Critics—typically those with tenure rather than those seeking it—think mandatory statements constitute political litmus tests, devalue merit, open a back door for affirmative action, violate academic freedom and infringe on First Amendment protections for public universities. “There are a lot of similarities between these diversity statements as they’re being applied now and how loyalty oaths [which once required faculty to attest that they were not communists] worked,” says Keith Whittington, a political scientist at Princeton University. Who is right?
Advocates see no conflict between dei and academic excellence. “It’s hard to…
2023-02-04 09:32:41 American universities are hiring based on devotion to diversity
Original from www.economist.com
In the United States, universities are increasingly turning to dedication to diversity as a means of recruiting new faculty and staff. This shift towards a commitment to diversity has become especially pronounced in recent years, as universities recognize the importance of diversity in hiring practices and the advancement of certain minorities.
According to a recent survey, 93 percent of college presidents report that increasing faculty diversity is among their top five priorities. This trend is emblematic of a broader movement towards diversifying American higher education, which is essential for both institutional and societal progress.
A commitment to diversity has many benefits for universities. First and foremost, it increases the number of qualified applicants for available positions from underrepresented backgrounds. Secondly, a diverse faculty translates into a wider range of perspectives in the classroom, creating a more intellectually stimulating atmosphere for students. Additionally, having faculty who represent different backgrounds and perspectives can serve as role models for students of diverse backgrounds.
These efforts to hire based on devotion to diversity are only possible through mindful recruitment. This involves actively seeking out talent in diverse communities and attempting to recruit in a manner that is equitable, rather than headhunting top-tier candidates from the usual talent pools. This year, several universities have implemented recruitment initiatives that focus on promoting diversity in hiring, such as hosting recruitment events specifically designed for underrepresented populations or working with partnerships that place minority candidates in roles traditionally limited to higher-income backgrounds.
At the same time, universities are also beginning to prioritize candidate culture fit in order to ensure that an institution is genuinely committed to its diversity mission. This includes factors such as shared values, dedication to inclusion, and a willingness to challenge and challenge existing power dynamics.
Undoubtedly, the trend of hiring based on devotion to diversity is an encouraging sign of progress, with more universities prioritizing the recruitment of faculty from a variety of different backgrounds. However, it is important to note that real changes in diversity on campus require a holistic effort and continuous dedication. Only by fully supporting faculty of diverse backgrounds can universities foster an environment of inclusivity and equity, and ensure that everyone can play a role in advancing higher education.