In 2022, a paper drawing from “critical whiteness studies" analyzed how "whiteness" shows up in Physics 101—concluding that, among other things, the use of whiteboards perpetuate whiteness in physics.
Here's what's crazy: this "research" was funded by the federal government.
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2/ But first: what's Critical Whiteness Studies?
Per the article, it's a research framework that starts with the assumption that omnipresent, invisible whiteness pervades our ordinary interactions and institutions to ensure "white dominance."
3/ It's a bold starting point—with more than a hint of racial animosity. Applied to physics, it gets weird.
The article finds that the values of "abstractness" and "disembodiment" in physics ("physics values") reify whiteness and reflect human domination and entitlement.
4/ It goes on to declare that, yes, even whiteboards "play a role in reconstituting whiteness as social organization."
They do this by "collaborat[ing] with white organizational culture" where ideas gain value "when written down."
Again, this is funded by, well, you...
5/ Look at the National Science Foundation's recent budget requests: The federal agency has spent a quarter-billion-dollars annually on it's "Division of Equity for Excellence in STEM."
That doesn't account for projects on race and equity funded by other division.
6/ Thus, "Observing whiteness in introductory physics" was funded by the National Science Foundation.
It was a part of a half million dollar project unpacking which "strategies, tools, and materials" contribute to marginalization.
7/ This sort of research is the most noticeable consequence of the NSF's now-well-documented push to fund social justice projects.
But, in my latest, I argue that it's not by any means the most consequential, and it's why I'm not at all convinced that "wokeness" has peaked.
NEW: During one hiring cycle at Ohio State, 60% of new arts and humanities faculty jobs fell in the “DEI” category, according to emails I obtained.
This was after OSU announced it would hire “100 underrepresented and BIPOC hires in all fields of scholarship.”
🧵on my latest.
In 2021, Ohio State’s then-president Kristina Johnson announced an initiative to hire 50 scholars focused on “social equity” and 100 “underrepresented and BIPOC” hires in all disciplines.
Documents I’ve acquired, reported in @CityJournal, shed light on how that played out.
@CityJournal The documents reveal how administrators were keeping tabs on the hiring spree.
In November 2022, an OSU diversity dean said over email that she wanted to meet with the finalists for a DEI-focused faculty job: professor of “indigenous knowledges.”
Last week, the DOJ released guidance for federal funding recipients.
The memo—which clarifies how nondiscrimination law should be applied—is a huge development for universities. A lot of their worst policies are looking more fragile than ever. 🧵
2/ The DOJ specifically highlights the use of racial proxies. Hiring on the basis of "cultural competence" or using diversity statements is unlawful if the purpose is to give an advantage to specific racial groups.
This is an even bigger deal than it might seem.
3/ Universities often take on large-scale hiring programs that select for an emphasis on "equity."
Inevitably the programs recruit ideologues. More importantly, this criteria is justified because it's seen as a way to favor minorities. It's right there in their own documents ⬇️
NEW: Around the country, college deans monitor finalist slates, shortlists, and applicant pools for faculty jobs. If a list isn't "diverse," a search can be outright cancelled.
I've acquired a trove of records that show who bankrolled this practice: the federal government.
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As I’ve previously reported, these checkpoints give administrators diversity-based veto power in hiring (see ⬇️⬇️⬇️ for examples).
But the practice didn’t emerge organically. At many universities, it was adopted as direct result of National Science Foundation (NSF) funding.
Here’s what those grants look like.
In 2003, Case Western Reserve University received one of the early NSF ADVANCE grants ($3.5 million).
As a part of the grant, “deans could send a list back to the department if it did not reflect the diversity of the national pool.”
NEW: Universities across the U.S. have embraced diversity checkpoints in faculty hiring.
Administrators monitor the demographics of applicants throughout the process, with consequences for searches that don't "pass muster"—according to a trove of records I've obtained.
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In one email—acquired via a records request—UT Austin professor Carma Gorman asked diversity-dean John Yancey whether her search committee’s pool was sufficiently diverse to advance.
The dean said yes, but if the numbers dropped “then things don’t look good anymore.”
At the University of Illinois at Urbana-Champaign (UIUC), the Human Resources director would send weekly “diversity of the pool reports,” which would continue up to the selection of finalists.
If the makeup was deemed “insufficient,” more administrators would get involved.
DOCUMENTS: At Cornell, search committees that were hiring biomedical scientists had to pass four "checkpoints" to make sure their pools were "sufficiently diverse."
"That certainly looks like a Title VII violation," one legal expert told me when discussing the program.
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In 2021, Cornell received a $16 million NIH grant for the Cornell FIRST hiring program—aiming, in the proposal’s words, to "increase the number of minoritized faculty" at Cornell and beyond.
I acquired a trove of documents that show how this played out.
According to a proposal and set of progress reports, the program's leadership team screened applicants at four separate stages—the initial pool, longlist, shortlist, and finalist slate—to ensure “as diverse a pool as possible.”