Tarleton State University, like sister schools in Texas, has recently devised a diversity, equity and inclusion (DEI) standard for its campus, including recruiting efforts for new hires.
In conjunction with that, the university has created the Division of DEI as an executive administrative office.
Its mission is "to lead institutional-level diversity, equity, and inclusion initiatives to advance and enhance an equitable, accessible, diverse, and inclusive campus culture" the Office of DEI webpage states.
The Joe R. and Teresa Lozano Long Office of Diversity, Inclusion, and International Programs is the main office where DEI programs and policies are strategized and put in place.
It has three stated goals: "1. Build and sustain the infrastructure to enhance a culture of diversity, equity, and inclusion at all levels of the University and within the communities we serve. 2. Enhance academic, financial, and wellness support to become a premier destination for underrepresented populations and promote equitable outcomes for all students and employees. and 3. Integrate intercultural experiences for students, faculty, and staff to increase appreciation of diverse perspectives that expand our cultural intelligence and competencies.”
Dr. Sherri Benn, vice president of the Office of DEI, instituted a "DEI strategic plan" for the university. She and her colleagues are planning a "Tarleton Forward 2030" — a DEI plan for the next decade. One goal is to "Increase recruitment and retention of employees reporting other than White 5% above baseline values by 2026" according to the DEI website.
The progress tracker on the Tarleton DEI website tallies the "Percentage of applicants for employee positions reporting other than White,” "Percentages of full time employees hired reporting other than White,” and "Retention of employees reporting other than White.” The data for school year 2020-2021 saw an increase in two of the categories.
It also tracks "Employee responses on an intercultural competence inventory" but gives no details on this. The progress tracker has a section dedicated to DEI that tracks student enrollment, hiring faculty and staff, graduate rate and responses to surveys.
An American Enterprise Institute (AEI) study indicates that those in favor of implementing DEI in the process for hiring university faculty and staff are excited because it will open opportunities, especially for minority communities.
Those who oppose requiring DEI in the hiring process view the tactic as a way to demonstrate political correctness, the AEI says. Critics argue that no longer are quality and scholarship the bedrock of hiring, but rather the university is looking to hire someone based on the candidate’s knowledge and experience with DEI.
Critics further suggest DEI leads to ideological conformity where candidates are removed from the pool of applicants purely for displaying poor DEI statements or not having the correct DEI experience.
In a data collection AEI did, it questioned whether the strategic diversity plans put in place by universities actually attain their goals. Seeing no evidence on the betterment of campus climate or research productivity, they conclude requiring DEI in the hiring process is instead serving a fundamentally political end.
