Are University Faculty DEI Statements a Valid Selection Tool?

Linda Sue Ficht

09-24-2024

Since the publication of my research article on diversity, equity and inclusion (DEI) statements in faculty selection, the focus on DEI statements has only intensified.

Last year, my coauthor Dr. Julia Levashina and I published “Should DEI statements be included in faculty selection? Exploring legal, diversity and validity issues” in the International Journal of Selection and Assessment. Our article discusses the use of DEI statements in the selection process for university faculty. We raise various concerns with free speech, academic freedom and whether DEI statements are a valid selection tool.

Since our publication, the issues concerning DEI statements have only grown. Our work is quoted in a recent Chronicle of Higher Education article that asks if diversity statements are a victim of politics, conceptually flawed, or here to stay. CHE reporter Megan Zahneis’ piece explains that DEI statements require faculty seeking jobs or promotion to describe how they contribute to diversity goals. After an influx of institutions requiring DEI statements in hiring, several states recently passed laws banning the use of DEI statements. The reporter questions if DEI statements are valid or irreparably harmed by politics.

I am quoted as saying that DEI statements are not themselves the problem. Rather it is how and when they are being used that is the issue.

There are two main issues with DEI statements. Firstly, DEI statements are subject to a term Levashina and I coined in our article called “lieversity.” Lieversity is when a person purports to have a commitment to diversity but in reality, they do not. We see lieversity in job candidates when they provide DEI responses that they believe the institution wants to hear rather than how they sincerely feel, in order to obtain the job. We see lieversity in institutions where they talk about DEI but you don’t see concrete proof of that commitment. For example, in our research we could not find any institutions that required DEI statements of administration — only faculty were required to draft DEI statements. A true commitment to DEI should be seen from top down, not just in the faculty ranks. Secondly, DEI statements should only be used at the end of the hiring process and not used as an initial screening tool. This allows the committee an opportunity to get to know the candidate and elicit examples of past performance where diversity commitment is revealed. This will also counter candidate lieversity.

I am working on new DEI research and welcome the opportunity to discuss my research further with interested parties.