CIVIL RIGHTS
DOJ Says University of California’s ‘Diverse’ Hiring May Run Afoul of Civil Rights Act
The Department of Justice announced an investigation into the University of California system, saying its policy of valuing diversity in hiring could run against the Civil Rights Act.
On Thursday, the DOJ sent a letter to Dr. Michael Drake, the president of the university. The DOJ said it was investigating whether or not the hiring plan laid out in the UC 2030 Capacity Plan violated Title VII of the Civil Rights Act of 1964. Title VII is meant to protect potential hires from being denied a job based on protected classes like race, sex or religion.
“Public employers are bound by federal laws that prohibit racial and other employment discrimination,” Assistant Attorney General Harmeet K. Dhillon of the Justice Department’s Civil Rights Division said in a statement. “Institutional directives that use race- and sex-based hiring practices expose employers to legal risk under federal law.”
READ MORE: DEI Policies Go Against 1964 Civil Rights Act, DOJ Warns
The 2030 Capacity Plan addresses both enrollment goals and faculty hiring. One of its goals is “reflecting California’s racial/ethnic diversity.”
“Faculty are the backbone to the University of California – they create highly ranked academic programs, develop the curriculum, and produce research that yields important discoveries and scholarly works,” the plan reads. “For UC to remain excellent, it must grow and diversify its faculty. The University is committed to increasing the diversity of its faculty, both underrepresented minorities and female faculty.”
To fulfill this goal, UC says it started the Advancing Faculty Diversity (AFD) program with both state funding and funding that came directly from the UC president’s office.
“AFD identifies best practices in equity opportunity hiring by providing competitive awards to campus pilots testing new interventions aimed at increasing faculty diversity and improving academic climate and faculty retention,” the plan reads.
Though the plan cites diverse hiring as a goal, it does not lay out how exactly this is being accomplished. The only other reference to the program is in the section about UC San Diego specifically, where it says the campus is “actively involved” in AFD, “and has already invested in 28 new [full-time equivalent programs], half in a cohort on STEM impacts on the Black diaspora and half on Latinx/Chicanx experience in Humanities and Social Sciences.”
Though the DOJ alleges the 2030 Capacity Plan “directs its campuses to hire ‘diverse’ faculty members to meet race- and sex-based employment quotas,” the UC website makes no mention of such quotas. UC describes its AFD program as awarding “competitive grants to faculty project leads on all ten campuses in two priority areas: recruitment and improving climate & retention.”
This is just the latest in the Trump DOJ’s fight against “Diversity, Equity and Inclusion” or DEI policies, often using the Civil Rights Act as a cudgel. Though the landmark Act was meant to help qualified women and people of color find work they’d been shut out of before, many right-wing pundits claim it’s resulted in white men being blocked out of jobs.
A number of studies—including three from the National Bureau of Economic Research—show this claim is unfounded, according to The Oregonian. These studies, each published in the last six years, say white people are still more likely to be hired than people of color.
“We thought if we’re going to see [a preference for female or minority candidates] anywhere, we’re going to see it in these prestigious employers who tell us up and down they’re trying to hire for diversity,” Wharton economist Corinne Low told the paper. “We see either no preference, or we actually see a penalty toward female and minority candidates.”
Image via Shutterstock
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