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John Sailer

@JohnDSailer

Nov 28

This is an OSU search committee on its proposed finalists:

The committee was "keenly aware" of the need to hire a "visible minority," and "thus chose three Black candidates," declaring that "diversity was just as important as perceived merit as we made our selections."

🧵

That’s from a search for a professor of French Studies focused on “Black France.” Throughout the documents I acquired—800 pages of diversity recruitment reports—casual allusions to racial preferences abound.

Here are some examples of the outcomes.

For a role in Medical Anthropology, 67 scholars applied, the four finalists include the only two black applicants and the only Native American applicant. (Note what counts as a "contribution to DEI.")

Read 10 tweets

John Sailer

@JohnDSailer

Nov 27

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.

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.

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."

Read 7 tweets

John Sailer

@JohnDSailer

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.”

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.”

Read 7 tweets

John Sailer

@JohnDSailer

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.

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."

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

Read 5 tweets

John Sailer

@JohnDSailer

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.

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

@JohnDSailer

Oct 21

https://twitter.com/hoovlet/status/1715419698878173570

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).

https://twitter.com/hoovlet/status/1715419698878173570

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…

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