When UnHerd released a statistic showing that 21.5% of colleges and universities have diversity, equity and inclusion (DEI) standards for hiring faculty and staff, The Atlantic writer Conor Friedersdorf was surprised by the number.
"It's staggering how many universities are adopting an official ideology complete with litmus tests for hiring and promotion,” he tweeted.
Dei.extention.org provides definitions of diversity, equity and inclusion.
Diversity, it said, is “the presence of differences that may include race, gender, religion, sexual orientation, ethnicity, nationality, socioeconomic status, language, (dis)ability, age, religious commitment or political perspective. Populations that have been — and remain — underrepresented among practitioners in the field and marginalized in the broader society.”
Equity is “promoting justice, impartiality and fairness within the procedures, processes and distribution of resources by institutions or systems. Tackling equity issues requires an understanding of the root causes of outcome disparities within our society,” according to the website.
Inclusion, it adds, is “an outcome to ensure those that are diverse actually feel and/or are welcomed. Inclusion outcomes are met when you, your institution and your program are truly inviting to all. To the degree to which diverse individuals are able to participate fully in the decision-making processes and development opportunities within an organization or group.”
John Sailer, at The Post for UnHerd, reports that “diversity statements” are becoming more popular among colleges and universities. Universities are asking current professors, administrators and staff, as well as candidates for hire, for DEI statements, or “ideological litmus tests” as Sailer calls them.
Sailer backs that up with examples of universities that require these statements. At the Oregon Health and Science University School of Medicine, the DEI plan states, “Develop and incorporate DEI, anti-racism and social justice core competencies in performance appraisals of faculty and staff. Include a section in annual performance reviews of staff and faculty on how the employee is contributing to improving DEI, anti-racism and social justice” and “include a section in promotion packages where faculty members report on the ways they are contributing to improving DEI, anti-racism and social justice. Reinforce the importance of these efforts by establishing clear consequences and influences on promotion packages.”
In a survey by the American Association of University Professors, 21.5% of universities are using DEI plans in hiring. The report found that within larger universities, 45.6% have DEI standards. There is also an apparent increase of DEI officers being hired, according to the report.
At University of California Berkeley, applicants are evaluated on a 1-5 scale that measures one’s commitment, past experience, knowledge and future plans relating to DEI.
“Search committees have found it very useful to assign numerical scores to each section of the DEIB (diversity, equity, inclusion and belonging) rubric. This is helpful in identifying and analyzing specific areas of agreement or disagreement as the committee discusses each candidate,” according to the website.
Some universities like UC Berkeley have evaluation criteria that gives a certain score on DEI “knowledge, track record and plans,” while others require statements from the candidate.
The California Community of Colleges announced a “DEI Integration Plan” that will require current and future faculty to submit “DEI competencies” that will be used for promotion, tenure standards and hiring.
In his article, Sailer argues that terms like “equity” and “social justice” immediately refer to “progressive political views.” He asserts that forcing these DEI competencies upon faculty “would certainly dissuade faculty from expressing many widely-held political opinions — most obviously, opposition to affirmative action.” Sailer says he believes it to be illegal under the First Amendment. Not only universities but other academic associations are beginning to implement DEI criteria into their institutions.
“American academics can expect a choice: Demonstrate a commitment to the ‘successor ideology’ or start looking for another job,” he wrote.