Anonymous wrote:
Anonymous wrote:
Anonymous wrote:
Anonymous wrote:I completely agree with this:
Bacon’s bottom line: Banning discrimination on the basis of ethnicity or race is a worthy goal. Taking extra pains to reach out to underrepresented groups for recruitment is a worthy goal (as long as standards are upheld). Making all students, of whatever background, feel welcome and comfortable is a worthy goal.
However, giving 20% weight to a professor’s personal commitment to DEI amounts to an ideological litmus test that only left-leaning professors or spineless sycophants can pass. These guidelines will drive away professors and job seekers who don’t enthusiastically embrace social-justice orthodoxy. Diversity statements are a recipe for intellectual stultification and mediocrity, and they have no place in a free society.
https://thejeffersoncouncil.com/enforcing-the-new-diversity-dogma/
On the contrary. Any professors who are driven away by allocating a fraction of their effort to DEI were probably too closed-minded and ineffectual anyway. By encouraging alternate perspectives we will end up stronger.
^ and Bacon is an idiot. It’s not 20% default weighting for DEI.
Did these dipshits actually graduate from UVA? They can’t seem to read or do basic math.
20% was for “service”. DEI was one of six categories for “service”. And lacking DEI efforts isn’t even called out under poor performance.
These whiners are crying over a small change.
Speaking of not being able to read or do basic math ^^^:
Evaluations of each faculty member’s “performance” will be shared with other faculty members. There is no uniform standard for weighting the scores, but if departmental reports don’t specify otherwise, the “default” mode is
40% teaching, 40% research, and 20% DEI.
The College’s guidance spells out what the DEI category should include. “The 2021 Faculty Annual reporting form asks all faculty to share their contributions to DEI in the following categories: teaching, advising, publications and presentations, research and grants, service, consulting, honors and awards.”
An Appendix to the guidance document delves into detail. DEI activities may include “efforts to advance equitable access to education, public service, inclusive teaching practices, or research in a scholar’s area of expertise that highlights inequalities. … Recognizing that these contributions can take a variety of forms in different fields, departments need to develop discipline-appropriate expectations in each category.”
As an example, the Appendix provides an extract from a Psychology Department document. Contributions might include:
Attending town halls, serving on diversity committees, and participating in DEI workshops.
Supporting the Diversifying Psychology Visit Day.
Recruiting underrepresented minority students.
Facilitating inclusion in the classroom “with particular attention to students who hold marginalized identities.”
Designing courses that facilitate inclusion.
Creating syllabi that highlight the contributions of underrepresented groups and offer multicultural perspective.
Bringing in outside speakers to advance discussions of DEI.
Community activism.
“This list is by no means exhaustive,” states the Psychology Department guidelines.
The Appendix gives other examples. Contributions include teaching practices that “allow all students to see their demographic group positively represented in the coursework”; embedding DEI in research/scholarship practices — “methods, results, etc.”; and embedding DEI in outside service activities.
That’s the guidance. The dean’s office also put into place measures to ensure that the guidelines are followed. The first business of the peer evaluation committees, says the guidance, should be to discuss how participants deal with conflicts of interest and to “review possible biases that could affect the review.”
What kind of biases might the document be referring to? “The departmental DDEI (director of diversity, equity & inclusion) should be called upon to direct this discussion.”
![[Post New]](/jforum/templates/default/images/icon_minipost_new.gif){kind=icon}