Utah State University needed an insect ecologist. Applicants had to show a track record supportive of DEI

By John D. Sailer

Last year, Utah State University sought a professor in solid earth geohazards. To apply for the job, scientists had to submit a “statement of contributions and vision of approach toward diversity, equity, and inclusion.” For a position in insect ecology, the university likewise sought scientists with a “demonstrated capacity” to contribute to “justice, equity, diversity, and inclusion.” And the job advertisement for a role in lithospheric evolution noted successful candidates would likewise “advance diversity, equity, and inclusion.”

Each of these jobs was a part of a Utah State cluster hire in the sciences. Cluster hiring involves recruiting multiple faculty in different fields focusing on the same general topic. For Utah State, while the jobs were mostly in the hard sciences, the overarching theme of the cluster was “justice, equity, diversity and inclusion” — sometimes called “JEDI.”

To apply, scientists had to submit a separate statement on diversity.

This isn’t a phenomenon unique to Utah State University. Diversity statement requirements like these are exceedingly common in higher education. They are also increasingly controversial, and for good reason. At the very least, they signal a priority that many would question — making it possible for the most competent biologist, geologist and mathematician to be turned down for not being sufficiently zealous about social causes. At worst, they invite ideological screening.

For Utah State’s cluster hire, diversity statements played a significant role. Through a public records request, I acquired the scoring rubric for several of the jobs. They show how diversity, equity and inclusion contributions were weighed heavily in the selection of faculty, at times on par with research and teaching abilities.

For a position in mathematical biology, for example, candidates could receive 20 points for “Teaching Efficacy,” 15 for “Research Potential” and 15 for “JEDI.” This means an outstanding teacher and researcher might indeed be passed over in favor of a not-as-outstanding candidate who wrote a better DEI statement. Similarly, for a position in lithospheric dynamics and evolution, “Contribute to Diversity, Inclusion, and Equity” was one of five screening categories.

https://www.deseret.com/opinion/2023/11/2/23889979/dei-diversity-statements-higher-education-utah