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John Sailer Profile picture
@JohnDSailer
Nov 27 • 7 tweets • 3 min read Twitter logo Read on Twitter
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Colleges often reward job applicants for their “contributions to DEI.” Records I acquired show exactly how that worked for many departments at Ohio State.

For example, "Dr. [redacted] also identifies as 'a first generation, fat, queer scholar of color.'"

A quick thread. Image
These are official recruitment reports—submitted to the college’s dean.

Some departments didn’t play along w/ the requirement. A few bemoaned the dearth of conservatives.

But many others highlighted boutique identity categories and rewarded the embrace of identity politics.

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One committee emphasized how important it was that the new hire shared the core value of social justice.

It then praises a candidate for calling for “painful conversations" that "address privilege, systemic inequality, microaggressions, and white fragility." Image
For a search in Physics, the committee notes that one candidate’s “awareness of some of the challenges facing URGs in higher education is partly informed through his marriage to an immigrant in Texas in the Age of Trump.” Image
Another was lauded for tackling "DEI issues" that included "representation of refugees, gender issues, news framing of white supremacy and the alt-right movement, and the MeToo movement.”

These DEI credentials were "an important factor" in the decision to offer an interview.
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Much of this suggests viewpoint discrimination, if not racial discrimination. It's amazing what they put down on paper. It seems like administrators applied ample pressure.

Read the full documents at @NASorg. We'll be posting more tomorrow.

nas.org/blogs/article/…
And read my full piece on the documents in @WSJopinion.

Inside Ohio State’s DEI Factory
I obtained 800 pages of ‘Diversity Faculty Recruitment Reports.’ Here’s what I found.

wsj.com/articles/insid…

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More from @JohnDSailer

John Sailer Profile picture
Nov 21
OSU's College of Arts and Sciences made every search committee create a diversity recruitment report.

Over the next week, I'll be releasing redacted copies of these reports—highlighting aspects that raise serious questions over academic freedom and, well, academic seriousness.
The reports show the regular use of DEI litmus tests. For prospective scientists and scholars, contributions to DEI could easily make or break a job candidate.

For a search in Synoptic Meteorology, diversity statements "were considered a crucial part of the evaluation process.”
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In a search for a professor of Music Theory, the report uses a key to list the reasons for not choosing candidates.

A total of four were eliminated solely because of their “Insufficient diversity statement.”


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Read 7 tweets
John Sailer Profile picture
Nov 6
DOCUMENTS: In 2021, Utah State University launched a cluster hire, seeking scientists w/ a demonstrated commitment to “justice, equity, diversity and inclusion across disciplines.”

Via a records request, I acquired the screening tools for the searches. Here’s one for biology.
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Notice how biologists were evaluated for their “knowledge & understanding” of the “dimensions of diversity.”

For a search in mathematical biology, candidates could receive a total of 20 points for “Teaching Efficacy,” 15 points for “Research Potential” and 15 points for “JEDI."

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For another search—in math and stats education—the “justice, equity, diversity, and inclusion” category made up 15 out of 50 total points awarded.

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Read 5 tweets
John Sailer Profile picture
Oct 31
NEW: University of Washington violated non-discrimination policy, according to an internal UW report acquired by the National Association of Scholars.

nas.org/blogs/article/…
A UW faculty hiring committee “inappropriately considered candidates’ races when determining the order of offers,” provided “disparate opportunities for candidates based on their race,” and ultimately used race as “a substantial factor” in its hiring decision, according to the report.
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The report—issued by what is now the UW Civil Rights Investigation Office (CRIO)—shows how the Department of Psychology’s Diversity Advisory Committee pressured one hiring committee to re-rank finalist candidates on the basis of race.
Read 29 tweets
John Sailer Profile picture
Oct 21
Note that the first author of this truly terrible paper was recently hired at Emory University.

Here’s Emory’s rubric for assessing faculty candidate’s DEI contributions. Emory has pioneered the heavy use of diversity statements in faculty hiring (i.e. cluster hiring).

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The rubric gives the highest score to the faculty candidate who demonstrates an understanding of “intersectionality.”

If that’s a part of your hiring criteria, you’re basically asking for faculty who write “call-to-arms” papers about deconstructing the gender binary.
All this at Emory University’s College of Arts and Sciences, whose dean coined the telling phrase “Diversity statement, then dossier.”
nas.org/reports/divers…
Read 4 tweets
John Sailer Profile picture
Oct 13
A large number of student protest groups have now used this image. Paragliders like these were used to massacre innocent people in Israel.

The image comes from the National Students for Justice in Palestine's "Day of Resistance Toolkit"—itself a highly disturbing document. 1/ Image
The group calls for campus protests, following “a surprise operation against the Zionist enemy which disrupted the very foundation of Zionist settler society.”

Astonishingly, the group refers to the attack as “a historic win for the Palestinian resistance.”
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It tells chapter organizations to use the images supplied by the document. There are two. One is a picture of a tank. The other is the graphic with the paraglider. 3/
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Read 11 tweets
John Sailer Profile picture
Sep 19
Describing how Emory University approaches cluster hiring, an associate dean of faculty put it simply: “Diversity statement, then dossier.”

In my new @NASorg report, I explain DEI cluster hiring—a tool of choice for many universities across the country.

A quick thread.
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@NASorg “Cluster hiring” sounds a bit unsavory, but most basically, it involves hiring multiple faculty across different fields at the same time.

Over the past few years, it has been touted as a tool to advance diversity, equity, and inclusion (DEI).

How exactly does that work?
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@NASorg In either one of two ways.

First, through a heavy emphasis on job applicant diversity statements (or “DEI contributions”).

The paradigmatic example: UC Berkeley’s Life Sciences Initiative, which weeded out roughly 600 of 800 candidates solely on the basis of DEI statements. Image
Read 5 tweets

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