Thursday, July 27, 2017

Ten Steps To Increase Conservative Ideas On Campus

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.

3 comments :

Lori Dante said...
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Curry Nathan said...
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Curry Nathan said...
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