Diversity has been and remains the watchword on
America’s college and university campuses for half-a-century. In practice, diversity means affirmative
action to increase the number and percentage of women and minorities among
undergraduate and graduate students, faculty, and high-level administrators.
Progress has been substantial but uneven. U.S. Department of Education data show that degrees
awarded to women in 2017, at all tertiary levels from Associates to Bachelors,
Masters, and Doctoral, outnumbered those awarded to men by a ratio of 141/100
(58.5% female). Women earned 62.1% of
Associates, 56.7% of Bachelors, 58.3% of Masters, and 52.2% of Doctoral
degrees. Men remain a majority in STEM
(science, technology, engineering, mathematics).
Turning from gender to minorities, there has also been
substantial progress in all tertiary levels.
Here are the percentages of enrolled students by race and ethnicity.
1980 2014
White: 84 57
Black: 5 13
Hispanic: 2 8
Asian:
2 7
Other (mixed, undefined): 6 16
Black enrollment now matches the Black percentage of
the U.S. population. Chinese enrollment now
slightly exceeds its U.S. percentage. The
most notable change is that Non-Hispanic White enrollment has declined by 25%
among all students, putting it below Whites who constitute 62% percent of
the U.S. population.
Progress has been much slower for women and minorities
among faculty and high-level administrators.
One reason is that it has taken time to create a pipeline of doctoral
women and minority students to move in and up the ladder of faculty and
administrative ranks. Universities are exerting
great effort to recruit women and minority faculty and elevate them to
high-level administrative posts.
Diversity is still largely defined in terms of gender,
race, and ethnicity, with LBGTQ added to the mix.
DIVERSITY OF IDEAS
This brings us to diversity of ideas, ideology,
politics, or intellectual diversity in general.
University faculty is overwhelmingly liberal/Democrat in political
orientation, as high as 90 percent in top-ranked schools. There is growing concern among some
educators, commentators, and politicians that universities no longer provide
students with a diversity of ideas, as evidenced in violent student protests
against conservative speakers on campus.
As noted in a previous post, Stanford’s
former Provost John Etchemendy (2000-17) has described the monolithic political
culture at Stanford (and other universities) as the “enemy within.” The following excerpts [shorted for brevity] are
from his remarks to the Board of Trustees in February 2017.
"But I’m actually more worried about the threat from within. Over
the years, I have watched a growing intolerance at universities in this country
– not intolerance along racial or ethnic or gender lines – there we have made
laudable progress. Rather, a kind of intellectual
intolerance, a political one-sidedness that is the antithesis of what
universities should stand for. It manifests itself in many ways: in the
intellectual monocultures that have taken over certain disciplines [emphasis
added]; in the demands to disinvite
speakers and outlaw groups whose views we find offensive; in constant calls for
the university itself to take political stands. We decry certain news outlets
as echo chambers, while we fail to notice the echo chamber we’ve built around
ourselves.
"This results in a kind of intellectual blindness that will, in the
long run, be more damaging to universities than cuts in federal funding or
ill-conceived constraints on immigration.
"It will not be easy to resist this current. As an institution, we
are continually pressed by faculty and students to take political stands, and
any failure to do so is perceived as a lack of courage. But at universities
today, the easiest thing to do is to succumb to that pressure. What
requires real courage is to resist it
"The university is not a megaphone to amplify this or that
political view, and when it does it violates a core mission. Universities must
remain open forums for contentious debate, and they cannot do so while
officially espousing one side of that debate.
"But we must do more. We
need to encourage real diversity of thought in the professoriate, and that will
be even harder to achieve [emphasis added]. It is hard for anyone to acknowledge
high-quality work when that work is at odds with, perhaps opposed, to one’s own
deeply held beliefs. But we all need worthy opponents to challenge us in our
search for truth. It is absolutely essential to the quality of our enterprise.
"I fear that the next few years will be difficult to navigate….The
first step is to remind our students and colleagues that those who hold views
contrary to one’s own are rarely evil or stupid, and may know or understand
things that we do not. It is only when we start with this assumption that
rational discourse can begin, and that the winds of freedom can blow. (Stanford’s motto is Die Luft der Freiheit
weht (The wind of freedom blows.)"
On June 30, 2000, nearly installed President John
Hennessy and Provost John Etchemendy issued a statement on diversity, which
Hennessy read at a Faculty Senate meeting.
The key points in the statement are reproduced
below. To show how this statement can be
used to increase diversity of ideas, I have struck out the words “women and
minority (ies),” replacing them with “conservative(s).”
“For many years Stanford University has had a
commitment to enhancing the diversity of its faculty. This commitment is based,
first and foremost, on the belief that a more diverse faculty enhances the
breadth, depth, and quality of our research and teaching by increasing the variety
of experiences, perspectives, and scholarly interests among the faculty. A
diverse faculty also provides a variety of role models and mentors for our
increasingly diverse student population, which helps us to attract, retain and
graduate such populations more successfully.
“The President and
Provost wish to emphasize Stanford's continuing interest in and commitment to
increasing the diversity of our faculty and to providing access to equal
opportunities to all faculty independent of gender, race, or ethnicity political ideas. More specifically, we
assert our commitment to the following steps, some of which reaffirm existing
university policies, and others that extend those policies:
“1. Faculty searches
are obligated to make extra efforts to seek out qualified women and minority
conservative candidates and to
evaluate such candidates. It is the obligation of the search committee to
demonstrate that a search has made a determined effort to locate and consider women
and minority conservative candidates….Department
chairs and deans have the responsibility to make sure that these obligations
have been fulfilled.
“2. We will make use
of incentive funds and incremental faculty billets to encourage the appointment
of candidates who would diversify our faculty, such as women and minorities
conservatives in fields where they continue
to be underrepresented….[we] hope to accelerate this process by encouraging
departments and schools to take advantage of opportunities to appoint
additional equally qualified candidates from underrepresented groups conservatives who are identified during
searches but who (for reasons such as their area of specialization) may not be
the first choice of the search committee.
“3. The Provost has
established an Advisory Committee on the Status of Women Faculty Conservatives and is in the process of
forming an Advisory Committee on Faculty Diversity Conservatives. These
committees will work with the Provost and his staff to explore ways in which we
can foster the goals of diversity of gender, racial and ethnic ideas.
“4. We will continue
to monitor and report on the representation of women and minorities conservatives on the faculty, as well
as their tenure and promotion rates, on a yearly basis to the Faculty Senate.
“5. We will support
and mentor all junior faculty conservatives,
and we will continue to use a review process for tenure and promotion that is
based on a candidate's contributions to research and teaching and that is
appropriate for the candidate's area of scholarly interest.
“6. We will continue
to evaluate faculty salaries, with special emphasis on women and minority
conservatives faculty salaries,
through an objective methodology (the so-called quintile analysis). Any
inequities in salaries for women or men, minorities or non-minorities conservatives will be sought out and
corrected.
“7. We will also
monitor the distribution of University resources that support individual
faculty research programs, including both research funds and space, to ensure
that the distribution of the University's resources is not based on improper
factors (such as gender, race, or ethnicity conservatives). Any such inequities discovered will be corrected.
“8. We seek to
increase the representation of women and minority faculty conservatives in leadership positions
in departments, schools, and the University administration. Such criteria will also form a part of the
yearly review of all faculty leaders.
“9. Attracting and
retaining the best faculty members in an increasingly diverse society requires
us to have a university that is supportive of faculty diversity, both in the
composition of the faculty and in their scholarship. Stanford University seeks
and promotes an academic environment for each faculty member that is collegial,
intellectually stimulating, and respectful of his or her contributions and
accomplishments. Such an environment should enable the highest quality
scholarship and teaching, and provide every faculty member a voice in
department decision-making.
“10. Realizing that
small pool sizes and pipeline problems continue to affect the availability of
talented women and minority conservative
faculty candidates in many fields, Stanford will continue a strong effort to
seek out and support graduate students who bring diversity to our university.
As an institution, we will encourage women and minority conservative
students to pursue academic careers.
We call upon all our
colleagues to engage actively in this important effort.
See how easy that
was. An eleventh step would be to lunch
a monthly president/provost sponsored conservative speaker program
on campus.
WILL STANFORD’S NEW PRESIDENT AND OTHER HIGH-LEVEL
UNIVERSITY OFFICIALS SUPPORT CONSERVATIVE IDEAS ON CAMPUS?
We’ll see. He
will state that Stanford subscribes to the principle of academic freedom, the
free and open exchange of ideas. Time will tell if conservatives and
conservative ideas are increasingly a reality at Stanford and other colleges
and universities. I will be delighted
should they come to pass. I’m from
Missouri, the “show me” state.