In case you missed the memo, “diversity” is the new religion on campus and academics the new congregation. Diversianity--a term I just coined and wish to trademark--is practiced on campuses with the fervor of an old-time southern revival. Preachers issue moving sermons on the evils of apostasy, they promise forgiveness for past sins, and they lay out the path towards redemption. Just submit, give them a bit more power and control, and you might....just might.....one day reach Heaven.
Followers, however, are perhaps the most entertaining. They raise their hands to the heavens in praise, they jump up and down shouting “Hallelujah,” and they thump the Bible of Diversianity. Like any true believers, they tolerate no dissent. None. Zero. Zilcho. And like any other group of zealots, evidence no longer matters.
Revivals are fun to watch, at least from a distance. The problem is everyone outside the revival tent looks at you as an oddity, or a mental case.
Diversianity is sacred. You cannot question it, cannot critique it, and cannot, under any circumstances, tell “outsiders” how it really works. If you do, people in sheets, I mean suites, will pay you a visit.
When I started my academic career, we were told constantly that process matters in hiring. I attended numerous meetings with HR concerning fair hiring standards, Federal and state hiring laws, and “best” strategies for affirmative-action. The process has to be fair, I was told, and we have to make sure that we broadcast our hiring to the widest possible audience.
Fast forward a few short years. We now have a diversity “church”--or “office” as they call it. We have the chief diversity priest and we have the requisite minions. We now spend millions of tax $$ on “diversity efforts.” These efforts span a remarkable range of areas, including a reworking of our general education curriculum to indoctrinate more students into diversianity, and more recently, to hire more blacks.....and ONLY more blacks.
You see, all of those laws that forbid discrimination in hiring, that forbid the use of quotas, that require public jobs to be advertised and to be advertised broadly.....well, that no longer matters. Today, I’m told, we can bypass all of this and simply hire a black person--and only a black person. We don’t even have to advertise the position or interview the individual.
And of course this cannot be labeled “discrimination” because the intent is good and because diversianity transcends state and federal laws.
John Paul Wright and Matt DeLisi
Professors of Crime and Criminology