DEI has emerged as a major culture war issue less than four years after the tragic killing of George Floyd sparked a national conversation about racial and structural inequalities in American society. . The DEI backlash is especially strong and widespread in public higher education.
according to history of higher education According to the DEI Legislation Tracker, 28 states have enacted laws that prohibit public universities from:
· Consider race, gender, ethnicity, and national origin in admissions or employment.
Dr. James H. Johnson Jr.
· Establish an office and disburse funds for DEI programs.
· Use of DEI statements in hiring and promotion, and/or
· Require employees to participate in DEI programs.
As higher education institutions face a major enrollment cliff and businesses struggle to recruit and retain talent, these state-level policies, and the rise of anti-DEI public opinion more generally, have set our country on the wrong foot. We believe that it can lead to misfortune to many people. U.S. competitiveness in the long run. If we as a nation want to win the war for talent. Stay competitive in creativity and innovation. To remain an attractive place to live, work, play and do business, we must embrace diversity as a strategic demographic imperative.
To counter the backlash against DEI, we urge higher education leaders to implement a five-pronged strategy rather than trying to circumvent DEI bans, as some public universities have reportedly attempted. I recommend you pursue it.
beginning, Public universities must make a compelling demographic case to maintain a focus on DEI in higher education. People of color are driving population growth not only nationally but also in anti-DEI states, and that trend will continue. Viewed from this demographic perspective, embracing diversity rather than opposing it in a competitive global marketplace is a matter of enlightened self-interest for public universities, states with DEI bans, and nations. It's a form.
Number 2, Public university leaders must insist on inserting a “B” to indicate that they belong in the political discourse of “DEI.” In pushing back against the political opposition to DEI, they are pushing back against DEIB, or diversity, equity, and inclusion; and Belonging is about creating an organizational culture and climate that embraces your identity. All higher education institutions: Administrators, faculty, staff, students, alumni. DEIB's carefully crafted and well-implemented policies, practices, and programs are an “intellectual incubator of diverse thinking” that can generate breakthrough innovations that address some of the world's most vexing problems. Increase the fairness of the organization's reputation through the creation of .
The third, Public universities must accept Iceberg model of demographic diversity in recruiting and retaining students, faculty and staff; The U.S. Supreme Court’s recent decisions on affirmative action and state-level DEI bans make such efforts necessary. Like a freshwater iceberg, only about 10% of it is visible above the water's surface, but some of the traits, attributes, and experiences we inherit and acquire are invisible to the naked eye, as the diagram below shows . However, when properly recognized and embraced through the effective use of people analytics, embracing these invisible core elements of identity allows us to understand the overwhelming commonalities that exist among our people. We will be able to embrace the bonds that bind us while dispelling our “isms.” ”, stereotypes and phobias that separate us. Moreover, in this way, he believes pushing back against DEI opposition will increase a sense of belonging to the institution, increase student persistence and graduation, and reduce staff turnover, a long-standing problem that has plagued public universities. decrease. 
Iceberg demographic schema
the 4th, Public universities should encourage and reward interdisciplinary research aimed at evaluating the veracity of competing theories, hypotheses, and perspectives on pressing social issues, including those underpinning the DEI backlash. be. Many examples already exist in higher education. Here we offer one of them.
Funded by major foundations and designed to address the “diversity of thought” about the causes and consequences of rising inequality in American cities in the 1990s, the Multicity Study on Urban Inequality (MCSUI) It is an excellent education and training model worth emulating. Today's highly polarized geopolitical environment. In addition to groundbreaking research published in highly respected academic outlets, MCSUI's affiliated undergraduate, doctoral, and postdoctoral research and training programs equip a new generation of “diversity of thought.” It has produced academics who now serve as senior academic and administrative leaders in higher education and major research think tanks. It spans the political and ideological spectrum.
finally, Public universities need to reimagine their curricula and reimagine their instruction by adopting models of courageous conversations that involve students in the academic enterprise. This approach allows students to engage with a variety of competing perspectives on issues important to our society and the world. In response to the push for political neutrality in public higher education, we have developed and employed such an approach in courses offered at UNC's Kenan-Flagler School of Business.
Dr. Alison Schlobom
An improved version of the fishbowl method of class conversation, our reinvented teaching approach creates a “brave” space for student participation. courageous conversation—To openly share diverse ideas and opinions and to vigorously debate sensitive and controversial issues where there may be diverse and differing opinions and interpretations. The purpose is not to indoctrinate or defend any particular position or point of view. Rather, an honest, respectful, and transparent dialogue that allows students to fully appreciate the truth of the diverse perspectives (strengths, weaknesses, pros, and weaknesses) that underlie politically sensitive issues and topics. aims to promote. Course evaluations and student experience research ensure that the Courageous Conversations model is properly embedded across university curricula, mandated as professional development for administrators and faculty, and prepares the next generation of “diversity of thought” leaders. Strongly suggests it's a great way to prepare.
As public universities, higher education institutions more generally, and state decision-makers face growing political backlash against DEI, we encourage them to operate from a demographic perspective and push back against the backlash. To do. Make demographic claims, prioritize belonging, leverage iceberg demographics, reward interdisciplinary research, and have courageous conversations. These efforts will help our future prosperity far more than short-sighted bans or political censorship.
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Doctors. James H. Johnson Jr., Gene Milliken Bonds, and Allison Schlobom are professors in his Kenan-Flagler School of Business at UNC-Chapel Hill. Dr. Alan Parnell is the Associate Director of the Cedar Grove Institute for Sustainable Communities, based in Mebane, North Carolina.
