The racist diversity, equity and inclusion agenda

 The Post:

Ideological litmus tests are becoming the norm in American academia. Already, many universities require faculty job candidates to submit “diversity statements” — 19% of the faculty job listings in one recent survey. Now, similar requirements increasingly apply to sitting faculty members, as diversity, equity, and inclusion (DEI) statements and criteria have become standard components of the promotion and tenure process.

To give one example: last year, the highly-ranked Oregon Health and Science University School of Medicine released its Diversity, Equity, Inclusion and Anti-Racism Strategic Action Plan, listing dozens of “tactics” for advancing social justice. Here is an example:

“Include a section in promotion packages where faculty members report on the ways they are contributing to improving DEI, anti-racism and social justice. Reinforce the importance of these efforts by establishing clear consequences and influences on promotion packages.”

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It is a lie to call this anti-racism when the decisions are wholly based on the race of the applicant.  It is the opposite of a merit-based decision.  Ironically the colleges who use this system do not use it for their athletic programs. There, the players are selected on their talent and merit.

See, also:

Minneapolis teachers union's racism against white people should not be tolerated

White teachers are permitted to be discriminated against in a Minneapolis school district, according to a new contract between Minneapolis’s public schools and teachers union. The contract stipulates that the district’s teachers who are not white will be prioritized in case of layoffs. Previously, such decisions were made based on seniority, but this new contract allows that procedure to be ignored.

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