Diversity in academia isn’t just about hiring; it is and should be about retention, support, and real belonging. Yet a new study reveals how faculty of color are systematically left behind in corporatized universities. Here’s what the research shows (confirming many other studies of similar topics): 1️⃣ Mentorship is missing. Faculty of color often lack guidance, forcing them to navigate academia alone. Without support, isolation grows, and careers stall. 2️⃣ Institutions expect self-reliance. Underrepresented faculty face a corporatized system that prioritizes metrics over meaningful inclusion, leaving them to fend for themselves. 3️⃣ Isolation is built-in. Many work in environments where few colleagues share their background, making it harder to feel they truly belong. 4️⃣ DEI is often just a checkbox. When diversity initiatives are performative, they mask (rather than fix] systemic inequities. 5️⃣ Success metrics exclude them. Corporatized academia rewards narrow definitions of achievement, sidelining marginalized voices. The takeaway? Real change requires more than lip service. It demands mentorship, authentic DEI investment, and institutional accountability. 📖 Dive deeper: Tutera, D. (2024). Promoting Faculty Diversity in U.S. Higher Education Institutions: The Case of Faculty of Color. Asian Journal of Education and Social Studies. https://lnkd.in/gGZepqYT #HigherEd #DiversityInAcademia #DEI #FacultyDevelopment #InclusiveLeadership
and such merit subordinated to race in hiring, it must be eliminated as the driver of careers and organizations.
Note the presumption that faculties are all cookie cutter racists as are students who find minorities to be poor teachers "let us say a class has a majority of students who are racists...". Faculty members and students are interested in their own success - not that of others white or not - and rely on their own efforts to achieve success. Success of the organization - academic, government, business is based on performance of individuals.
Central to Tutera's concerns is social support of minority faculty - that will certainly isolate such persons by efforts proposed - special pay and benefits, advancement based on race rather than conventional performance criteria - "narrow definitions of achievement". Being a minority is not an achievement and the above will certainly isolate those favored.
I do find ironic Tutera's article defending academic DEI in an Asian journal - here Asian Journal of Education and Social Studies.
Please recall Students for Fair Admissions v. Harvard. SCOTUS found unconstitutional Harvard's DEI program that discriminated so profoundly against Asian applicants, even more than whites, in favor of black applicants.
Testimony
"Asian American applicant with certain characteristics (like scores, GPAs, and extracurricular activities, family background) had a 25% statistical likelihood of admission, the same applicant, if white, would have a 36% likelihood. Hispanic and Black applicants with the same characteristics would have a 77% and 95% predicted chance of admission, respectively".
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