DESPERATE damage control! Law professor DEMANDS all COLLEGES CANCEL ‘Diversity Statements’!
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In April, Harvard Law School
In April, Harvard Law School professor Randall L. Kennedy urged abolition of DEI statements, arguing that they amount to “compulsion” and “ideological litmus tests.” Not long after Mr. Kennedy’s article appeared, the Massachusetts Institute of Technology became the first top university to voluntarily end their use. The decision came after extensive consultations among all six of the school’s academic deans. MIT’s president, Sally Kornbluth, explained: “We can build an inclusive environment in many ways, but compelled statements impinge on freedom of expression, and they don’t work.”
In doing away with DEI statements, MIT was not abandoning the goals of greater diversity, equity and inclusion, which remain not only valid but also vital. DEI programs can have an important place. They should not be abolished or undermined — as red states such as Florida and Texas have done, by forbidding the use of state funds for DEI in public universities. Reshaping universities via such a heavy-handed use of state power could set a dangerous precedent for academic freedom more generally.
And yet as a specific policy, DEI statements advance their declared objectives at too high a cost. In fact, they stoke what Mr. Kennedy, a self-described “scholar on the left,” who formerly served as a law clerk for Justice Thurgood Marshall, called “intense and growing resentment” among academics. Not surprisingly, 90 percent of self-described conservative faculty view the statements as political litmus tests, but so do more than 50 percent of moderates and even one-quarter of liberals, according to a survey by the Foundation for Individual Rights and Expression, a nonpartisan watchdog group specializing in campus free speech issues.
Because the criteria for acceptable DEI statements are often vague, jobseekers must do the work of anticipating the ideological and political preferences of university administrators and faculty, who are disproportionately left-leaning. The MIT Communication Lab, for instance, explained that a diversity statement is an “opportunity to show that you care about the inclusion of many forms of identity in academia and in your field, including but not limited to gender, race/ethnicity, age, nationality, sexual orientation, religion, and ability status” and notes “it may be appropriate to acknowledge aspects of your own marginalized identity and/or your own privilege.” Harvard University’s Bok Center for Teaching and Learning included a list of guiding questions including, “Do you seek to identify and mitigate how inequitable and colonial social systems are reinforced in the academy by attending to and adjusting the power dynamics in your courses?”
Yet jobseekers who disagree with the ideological premises of such inquiries have an overwhelming incentive to suppress their true beliefs, or pretend to have the “right” ones, lest they be eliminated from consideration. It’s a dilemma, especially given the high stakes: As the University of California at Davis’s vice chancellor for DEI explained, “In these searches, it is the candidate’s diversity statement that is considered first; only those who submit persuasive and inspiring statements can advance for complete consideration.” In one faculty search at University of California at Berkeley, around 75 percent of applicants were screened out of consideration — irrespective of criteria such as teaching ability and research skills. Small wonder that many applicants engage in what Daniel Sargent, a history professor at UC Berkeley, calls “performative dishonesty.”
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In doing away with DEI statements, MIT was not abandoning the goals of greater diversity, equity and inclusion, which remain not only valid but also vital. DEI programs can have an important place. They should not be abolished or undermined — as red states such as Florida and Texas have done, by forbidding the use of state funds for DEI in public universities. Reshaping universities via such a heavy-handed use of state power could set a dangerous precedent for academic freedom more generally.
And yet as a specific policy, DEI statements advance their declared objectives at too high a cost. In fact, they stoke what Mr. Kennedy, a self-described “scholar on the left,” who formerly served as a law clerk for Justice Thurgood Marshall, called “intense and growing resentment” among academics. Not surprisingly, 90 percent of self-described conservative faculty view the statements as political litmus tests, but so do more than 50 percent of moderates and even one-quarter of liberals, according to a survey by the Foundation for Individual Rights and Expression, a nonpartisan watchdog group specializing in campus free speech issues.
Because the criteria for acceptable DEI statements are often vague, jobseekers must do the work of anticipating the ideological and political preferences of university administrators and faculty, who are disproportionately left-leaning. The MIT Communication Lab, for instance, explained that a diversity statement is an “opportunity to show that you care about the inclusion of many forms of identity in academia and in your field, including but not limited to gender, race/ethnicity, age, nationality, sexual orientation, religion, and ability status” and notes “it may be appropriate to acknowledge aspects of your own marginalized identity and/or your own privilege.” Harvard University’s Bok Center for Teaching and Learning included a list of guiding questions including, “Do you seek to identify and mitigate how inequitable and colonial social systems are reinforced in the academy by attending to and adjusting the power dynamics in your courses?”
Yet jobseekers who disagree with the ideological premises of such inquiries have an overwhelming incentive to suppress their true beliefs, or pretend to have the “right” ones, lest they be eliminated from consideration. It’s a dilemma, especially given the high stakes: As the University of California at Davis’s vice chancellor for DEI explained, “In these searches, it is the candidate’s diversity statement that is considered first; only those who submit persuasive and inspiring statements can advance for complete consideration.” In one faculty search at University of California at Berkeley, around 75 percent of applicants were screened out of consideration — irrespective of criteria such as teaching ability and research skills. Small wonder that many applicants engage in what Daniel Sargent, a history professor at UC Berkeley, calls “performative dishonesty.”
EXPLORE MORE
College and College Life
COLLEGE and COLLEGE LIFE
Bud Light Controversy And Updates
Bud Light Boycott Series And Updates
Target Controversy Series And Updates
Target Boycott Series And Updates
SUBSCRIBE TO ADAM POST SPEAKS:
adampostspeaks
Follow ADAM POST on Twitter:
Twitter: comicswelove
ADAM POST email:
[email protected]
ADAM POST twitter:
@comicswelove
#college #collegelife
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در تاریخ 1403/03/03 منتشر شده
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