Princeton President Chris Eisgruber argues: Trump’s demands violate academic freedom, the admin is using science funding to influence policies that have nothing to do with science (e.g. admissions policies).
It's hard to take this completely seriously. Here's why: (🧵)
The federal government constantly uses its funding “clout” to elicit university policies. Most recently, this has come in the form of heavy handed diversity requirements, which of course involves admissions policies.
As far as I know, Eisgruber has never raised the issue. 2/
To give just one example: at the NIH, large scale training grants (T32s) have long required applicants to submit special plans on enhancing diversity, which have to meet a certain scoring threshold for the project to be funded.
Of course, as Eisgruber knows, it’s hard to overstate the institution-shaping significance of NIH funding, and by implication, of its funding requirements.
The NIH gives its top earning universities more money annually than the state of North Carolina gives to UNC-Chapel Hill.
Here’s Cornell’s guide to writing an NIH diversity recruitment plan. It highlights a broad array of diversity programs run by the university itself. One takeaway is that Cornell recognizes that DEI policies help score NIH grants.
Here’s an actual diversity recruitment plan submitted as a part of a University of Florida grant proposal.
It highlights what UF has done as an institution for diversity recruitment. Again, the federal government effectively signaled a policy requirement & universities obliged.
Are these bad funding requirements? I've long argued that they are.
Is it a violation of academic freedom to make conditions for funding? I don't think so. And until now, Eisgruber and the other university leaders circling the wagons haven't seemed to care.
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NEW: At San Diego State University, an intern training program teaches students how to challenge the “colonizer logic of work”—thanks to funds from the Mellon Foundation.
Through a records request, I acquired the grant proposal. It's possibly the worst internship prep ever. 🧵
The project's proposal lays out a simple rationale:
➡️Ethnic, women's, and gender studies students are seen as “unwilling or uncapable” of participating in the “hegemonic workforce.”
➡️This “deficit model” means the students end up underemployed.
The project’s solution: help students secure internships and then teach them to “resist” this “deficit model.” Specifically, by teaching them to resist the “colonizer logic of work,” “question specialization,” and retain “allyship.”
The remarkable thing about discrimination in higher ed: so much of it was documented. Approved in official records. Talked about in emails. All subject to FOIA.
Like this email, where a University of New Mexico professor just says: "I don't want to hire white men for sure."
Here's a search committee report from Ohio State saying: "We decided as a committee that diversity was just as important as perceived merit as we made our selection."
Here's an report from the University of Washington which concluded that its psychology department just blatantly discriminated by re-ranking finalists so the first choice wouldn't be a white woman.
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.
🧵
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.”