UC-Berkeley Admin Position Requires Experience With Diversity, Equity, Inclusion, Belonging, and Justice

UC-Berkeley Admin Position Requires Experience With Diversity, Equity, Inclusion, Belonging, and Justice

This is nothing more than a way to screen out undesirables.

Campus Reform reports:

University job applicants must be ‘equity-minded,’ state their contributions to DEI

The University of California, Berkeley is hiring an “Executive Director of People & Administrative Services,” who must have “[d]emonstrated experience” with diversity, equity, inclusion, belonging, and justice (DEIBJ).

The position is part of UC Berkeley’s Division of Student Affairs. “From recruiting and enrolling; to feeding and housing; to leadership and development opportunities–we put Berkeley’s students first,” a division overview reads. “We pride ourselves on our culture of care and the services we provide to students throughout their university journey.”

An overview of UC Berkeley says that the university is “looking for equity-minded applicants.”

“When you join the team at Berkeley, you can expect to be part of an inclusive, innovative and equity-focused community that approaches higher education as a matter of social justice,” the application reads.

UC Berkeley’s Office for Faculty Equity & Welfare, which “oversee[s] and promot[es] equitable hiring practices,” provides a rubric for hiring. The rubric is a “template for search committees to use for assessing candidate contributions,” according to its website.

One dimension of the rubric is a candidate’s “Track Record in Advancing” DEI. The rubric lists examples for giving a candidate the lowest score of 1-2.

“Mentoring women scientists may be an important part of an established track record but it would be less significant if it were one of the only activities undertaken and it wasn’t clear that the candidate actively conducted outreach to encourage women to join the lab,” the rubric says.

The Association of American Universities (AAU) cites UC Berkeley’s rubric as an example of implementing its strategy of “[p]rovid[ing] support and guidance to faculty search committees to ensure the pool of candidates is diverse.”

AAU’s Advisory Board on Racial Equity in Higher Education released a report that suggested “potential strategies to mitigate structural barriers to equity in different aspects of the life of leading research universities.”

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