To the editor:
I understand Duncan Hosie’s perspective that incorporating diversity statements into the University of California’s faculty hiring process could sometimes feel like bureaucratic hoops disguised as inclusion efforts. He suggests that not adhering strictly to certain views might doom a candidate’s chances from the start in specific departments. While there’s a point there, I don’t share his belief that universities should drop these statements entirely from their hiring practices.
Across the state’s public higher education sectors—spanning the University of California, the California State University, and community colleges—we cater to an incredibly diverse student body. These students arrive with unique backgrounds and life stories, whether they are returning to education, juggling family responsibilities, balancing military commitments, or navigating the challenges of being first-generation or international students. Many of them also manage demanding work schedules, adding layers to their academic pursuits.
Having participated in countless faculty and administrative searches at various levels within the CSU system, I’ve personally found diversity statements invaluable for narrowing down candidates to interview. Candidates who churn out superficial statements devoid of genuine understanding of our diverse student body’s needs often falter in the selection process—and rightfully so.
Sure, like any tool, there’s potential for misuse with diversity statements, but the key isn’t to abandon them entirely. Instead, we should concentrate on harnessing their potential to advance meaningful objectives, rather than dismiss them due to occasional misapplication.
John Tarjan, Bakersfield
