Details continue to emerge about the University of California’s use of mandatory diversity statements in faculty hiring (earlier here, etc.) In Berkeley life sciences hiring “diversity statements were used at the outset of searches to eliminate candidates.. … No matter how good your scholarship, if you didn’t pass the diversity [advocacy] cutoff (a score of 11 in the second search), you were toast.” [Jerry Coyne; John Cochrane]
“UC Berkeley has publicized its rubric for assessing peoples’ diversity and inclusion statements. You get 5 points for ‘Clear and detailed ideas for…advancing equity and inclusion…through their research, teaching, and/or service.’ Note word ‘research’.” [Agnes Callard] What if you embark on research that bears on questions of equity and inclusion but it reaches findings that do not advance the cause?
UCLA law professor Stephen Bainbridge, a friend of this site, recently chose to submit and publish a diversity statement emphasizing his efforts to foster a more ideologically diverse atmosphere at his UC campus — testing whether diversity as such, or only some manifestations of it, are the goal [AEI “Carpe Diem”] It caused a stir [Bainbridge blog, reactions and emails; some faculty at campuses like UC Davis have begun to push back] Given that UC is a public university, the prospects for a legal challenge appear strong, and there is interest in mounting a suit [Brian Leiter]
Meanwhile at the national and federal level, a $241 million cluster-hire grant program from the National Institutes of Health (NIH) “is requiring every candidate to prove that they have already promoted diversity”; among those who may lose out are “minority candidates who have been doing things other than ‘changing the culture'” [Jerry Coyne]