https://whyevolutionistrue.wordpress.com...versity/cc
EXCERPT (Jerry Coyne): At the end of last year, I pointed out that the University of California system was implementing a new procedure for hiring faculty. It involved candidates submitting “diversity statements” that recounted their knowledge about diversity, their past efforts to increase diversity in their institutions, and their plans for promoting diversity if they were hired.
While I favor a form of affirmative action [...] I objected to the diversity-statement procedure because it not only demands adherence to a specific ideology (candidates’ diversity statements were scored on a point system, with higher points given to those whose statements matched the philosophy of the evaluators), but also gives the diversity statement priority over all other qualifications: if a candidate’s diversity score didn’t meet or exceed the cutoff threshold of 11 points, the application was discarded without further review.
This procedure is unfair because of its use of an ideological test, because it doesn’t count other “outreach” activities that are valuable but don’t promote diversity (e.g., giving talks to high school children, writing popular articles on science), and because it bars minority candidates who haven’t engaged in diversity-promoting activities before they apply for jobs.
Imagine, for example, an African-American scholar who has spent her time with her nose to the grindstone, accumulating an admirable academic and teaching record without having had the time or the will to promote diversity. As valuable as she would be to a department—and believe me, universities are desperately looking for good minority candidates—she wouldn’t have a chance of being hired under this “threshold” process. (Such scholars exist, for I know of some.) I find this process ludicrous and counterproductive, as I find the use of all mandatory diversity statements.
Now, however, according to this report in Science magazine, the National Institutes of Health (NIH) is giving a ton of money to [...] that hiring process ... to ... require every candidate not just to submit a diversity statement, but to show a “track record” of working to promote diversity. (“Diversity”, as always, means racial and gender diversity, not any kind of intellectual, class, geographic, or economic diversity.)
[...] Here’s the crucial statement from the article (my emphasis): "Not all of the 120 new hires would need to belong to groups now underrepresented in academic medicine, which include women, black people, Hispanics, Native Americans, and those with disabilities, says Hannah Valantine, NIH’s chief diversity officer. In fact, she told the Council of Councils at its 24 January meeting, any such restriction would be illegal and also run counter to the program’s goal of attracting world-class talent. But Valantine says every person hired must have a track record of working to change a culture that too often makes scientists from underrepresented groups feel unwelcome on campus and isolated in the laboratory."
This is pretty explicit in imposing a diversity-promoting test on the cluster hires. Every person hired must have a track record. That again leaves out minority candidates who have been doing things other than “changing the culture”. (And it presumes that there is a culture that makes underrepresented scientists feel unwelcome, something for which there is no evidence save anecdotal statements.) Without that record, black or white, male or female, you don’t stand a chance of getting hired under the NIH program. And that in itself is “counter to the program’s goal of attracting world-class talent.”
[...] Well, regardless of whether such bigotry exists (this is nearly always the default explanation for underrepresentation of some groups), there’s independent evidence of how valuable minority candidates already are in academia. [...] a basic scientist with a wet lab at a medical school could run as high as $3 million. Minority scientists usually command a premium salary because they are in such high demand ... Yes, it’s true that minority faculty are in high demand ... but the pool of candidates is small. The failure to land such candidates surely doesn’t reflect bigotry ... but, in my view, a paucity of candidates because of poorer educational opportunities available for minorities, including worse schools.
Factors like those make a mockery of the notion of “equal opportunity.” And yes, this lack of opportunity goes way back to bigotry that, in the case of African-Americans, started with slavery. It must be rectified, but one has to diagnose how to fix it—and the fix may not involve assuming that hiring committees are racist or sexist. My own view is that it’s going to require a lot of effort and money to equalize opportunity for all Americans from the outset of their lives, and we all know how hard that is. But it’s something we must do.
As I said, I favor affirmative action in such hires if one wants to increase diversity. But that affirmative action should have nothing to do with “diversity statements” or a track record of changing a culture that may not even exist. You just weight the underrepresented but desired characteristics during the hiring process... (MORE - details)
EXCERPT (Jerry Coyne): At the end of last year, I pointed out that the University of California system was implementing a new procedure for hiring faculty. It involved candidates submitting “diversity statements” that recounted their knowledge about diversity, their past efforts to increase diversity in their institutions, and their plans for promoting diversity if they were hired.
While I favor a form of affirmative action [...] I objected to the diversity-statement procedure because it not only demands adherence to a specific ideology (candidates’ diversity statements were scored on a point system, with higher points given to those whose statements matched the philosophy of the evaluators), but also gives the diversity statement priority over all other qualifications: if a candidate’s diversity score didn’t meet or exceed the cutoff threshold of 11 points, the application was discarded without further review.
This procedure is unfair because of its use of an ideological test, because it doesn’t count other “outreach” activities that are valuable but don’t promote diversity (e.g., giving talks to high school children, writing popular articles on science), and because it bars minority candidates who haven’t engaged in diversity-promoting activities before they apply for jobs.
Imagine, for example, an African-American scholar who has spent her time with her nose to the grindstone, accumulating an admirable academic and teaching record without having had the time or the will to promote diversity. As valuable as she would be to a department—and believe me, universities are desperately looking for good minority candidates—she wouldn’t have a chance of being hired under this “threshold” process. (Such scholars exist, for I know of some.) I find this process ludicrous and counterproductive, as I find the use of all mandatory diversity statements.
Now, however, according to this report in Science magazine, the National Institutes of Health (NIH) is giving a ton of money to [...] that hiring process ... to ... require every candidate not just to submit a diversity statement, but to show a “track record” of working to promote diversity. (“Diversity”, as always, means racial and gender diversity, not any kind of intellectual, class, geographic, or economic diversity.)
[...] Here’s the crucial statement from the article (my emphasis): "Not all of the 120 new hires would need to belong to groups now underrepresented in academic medicine, which include women, black people, Hispanics, Native Americans, and those with disabilities, says Hannah Valantine, NIH’s chief diversity officer. In fact, she told the Council of Councils at its 24 January meeting, any such restriction would be illegal and also run counter to the program’s goal of attracting world-class talent. But Valantine says every person hired must have a track record of working to change a culture that too often makes scientists from underrepresented groups feel unwelcome on campus and isolated in the laboratory."
This is pretty explicit in imposing a diversity-promoting test on the cluster hires. Every person hired must have a track record. That again leaves out minority candidates who have been doing things other than “changing the culture”. (And it presumes that there is a culture that makes underrepresented scientists feel unwelcome, something for which there is no evidence save anecdotal statements.) Without that record, black or white, male or female, you don’t stand a chance of getting hired under the NIH program. And that in itself is “counter to the program’s goal of attracting world-class talent.”
[...] Well, regardless of whether such bigotry exists (this is nearly always the default explanation for underrepresentation of some groups), there’s independent evidence of how valuable minority candidates already are in academia. [...] a basic scientist with a wet lab at a medical school could run as high as $3 million. Minority scientists usually command a premium salary because they are in such high demand ... Yes, it’s true that minority faculty are in high demand ... but the pool of candidates is small. The failure to land such candidates surely doesn’t reflect bigotry ... but, in my view, a paucity of candidates because of poorer educational opportunities available for minorities, including worse schools.
Factors like those make a mockery of the notion of “equal opportunity.” And yes, this lack of opportunity goes way back to bigotry that, in the case of African-Americans, started with slavery. It must be rectified, but one has to diagnose how to fix it—and the fix may not involve assuming that hiring committees are racist or sexist. My own view is that it’s going to require a lot of effort and money to equalize opportunity for all Americans from the outset of their lives, and we all know how hard that is. But it’s something we must do.
As I said, I favor affirmative action in such hires if one wants to increase diversity. But that affirmative action should have nothing to do with “diversity statements” or a track record of changing a culture that may not even exist. You just weight the underrepresented but desired characteristics during the hiring process... (MORE - details)