The NIH funds DEI-related hiring in the biomedical sciences through multi-million dollar grants to universities around the county.

I've acquired hundreds of records related to this program—which I discuss in-depth in today's WSJ. A thread to highlight a few of those records. /1 NIH FIRST funds DEI "cluster hiring" at universities and med schools. A core requirement of the program is that every scientist hired submit a “diversity statement,” an increasingly controversial policy.

What does this look like in practice? The records speak for themselves. /2

The Utah Senate just passed a bill that in effect ends DEI in state universities. Now's probably a good time to recall what DEI has actually looked like in the state, especially since outlets like the Salt Lake Tribune have tried their best to “debunk” the major criticism.

The most salient example comes from the University of Utah’s School of Medicine—and its response to a group called White Coats 4 Black Lives. In 2020, the University of Utah School of Medicine effectively adopted a DEI plan called for and created by White Coats 4 Black Lives (WC4BL).

WC4BL is a radical student activist organization. I use the word "radical" sparingly but it’s undeniable here. The organization — which boasts chapters at about 70 medical schools — calls for defunding the police, abolishing prisons, and an identitarian form of socialism. But really, it’s best to hear the organization in its own words.

The fist page of its Vision and Values statement for example asserts that “dominant medical practice in the United States has been built on the dehumanization and exploitation of Black people.”

A thread of threads.

It’s been an interesting year. My writing primarily focused on institutional capture in higher ed. Put simply, DEI.

Now more than ever, the issue is front and center.

So consider this both a highlight reel and list of (self) recommended pieces. The issue is especially relevant right now, as journalists like @FareedZakaria have decried higher ed's mission creep, and @bariweiss and @sullydish have called for the end of DEI.

I’ve aimed to shine a light with my reporting. So without further ado…

In this new Crimson piece, several Harvard students are quoted saying, basically, that Claudine Gay has to go.

One said she was initially sympathetic to Gay, but now thinks her plagiarism embodies “the opposite” of “the values of Harvard College.” Another: “Stepping down would be a humble offering to the university's future.”

A dean at OSU's College of Arts and Sciences—where, until recently, every search committee had to get dean approval on extensive "diversity faculty recruitment reports" in order to move forward with job interviews—laughs at the idea that admin pushes politicized hiring.

https://twitter.com/TrevonDLogan/status/1737478290359599343

Keep in mind: Ohio State's admin has gone further than any other university I know of to push politicized, DEI-focused hires.

Its RAISE Initiative alone promised to hire 150 new faculty members focused on race and "social equity." Here's the OSU president's description.

Today, the University of Arizona faculty will consider adding a minor in "Emancipatory Education."

It'll cover topics such as "Indigenous methodologies," activist approaches to research, and "Critical and postmodern (and decolonial) approaches to understanding gender."

Thread Potential classes to complete the minor will include:

Leadership for Social Justice

Theories of Inequality, Oppression, and Social Stratification

Whiteness and Education

Activism in Higher Education

Indigenous Statistics and Survey Research

Decolonial Thinking

and more!

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.

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.

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.”

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."

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.

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.

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/ 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.”

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.
@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?

In the NYT, @powellAtlantic notes that UC Berkeley carried out a cluster hire—eliminating 75% of faculty job applicants based on DEI statement alone. The second photo is Berkeley's own description.

Universities around the U.S. have embraced this model.

A quick thread.


@powellAtlantic For a 2021 cluster hire in psych, Vanderbilt University's received over 400 job applicants. The search team cut the pool to 50-60 based on DEI statements alone.

They used Berkeley's rubric—the one that penalizes candidates who for saying they want to "treat everyone the same."

NEW: On May 12, I was going to speak on DEI at the Medical College of Wisconsin, alongside Sen. Ron Johnson and State Rep. Dave Murphy.

Last night, the president of the college announced he has "rescind the use" of the its facilities for the event, citing disruptions and safety. In his email, President John Raymond acknowledged that a “fundamental purpose of a university is to facilitate the exchange of ideas.”

He then added that "the exchange of ideas should not disrupt the core functions of a university or jeopardize the safety of our MCW community.”

DOCUMENT: The Michigan State University provost's office just released guidance for assessing DEI in the faculty promotion and tenure process. That guidance references a memo by the provost, the "University Philosophy and Guiding Policies on Faculty Tenure and Promotion," which effectively codifies promoting DEI as a part of every professor's job.

This is Bowling Green's diversity statement rubric.

Notice the conspicuous attempt to acknowledge viewpoint diversity ("diverse ideologies or perspectives").

Unconvincing. As with any DEI statement requirement, the door for ideological policing is wide open. Another BGSU rubric reminds search committees not to "score someone poorly because [they] do not share their perspective."

Then it calls for a low score for candidates who fail "to explain the importance of EDI in education" or who "discount the importance of diversity."

The British Columbia Association of Clinical Counsellors has released draft standards for its certified counselors.

The draft includes standards on both "Diversity, Equity, Inclusion and Anti-Racism" and "Indigenous Cultural Safety, Cultural Humility, and Anti-Racism." The standards would require counselors to "Engage in self-reflective, anti-oppressive and anti-racist practice."

Counselors must also understand "intersectionality" and "recognize and understand that identity and self-definition are fluid."

NEW: The University of Missouri System will no longer use diversity statements in faculty hiring.

In an email on Friday, President Mun Choi also said that the Mizzou would no longer use its "diversity faculty hiring rubric." In his letter, Choi specifically cites “media reports" criticizing Mizzou's use of DEI statements.

In February, I acquired Mizzou's "Inclusion, Diversity, and Equity Evaluation Tool" through a records request, which I published on @MindingCampus. Here's the rubric:

DOCUMENTS: In late 2021, the UNC Department of Allied Health Sciences created a report from its “Task Force to Integrate Social Justice into the Allied Health Curricula.”

Through a records request, I’ve acquired the report, along with eye-opening emails on its implementation. The UNC Allied Health Sciences social justice report reads like a laundry list of DEI policies.

Perhaps most notably, it calls for mandatory student social justice advocacy.