Barred From Entry: How Higher Education Restricts Access To Jobs

Higher Education has a way of doing things that seems normal; that is, until one steps away from the academy and has an opportunity to explore beyond the ivory tower. Hiring practices is one of those things that is markedly different and far less restrictive. In the halls of the academy, we hear the echoes of a familiar term reverberating as if almost on loop — “we value diversity.” The national recognition of violence against Black people in 2020, has ushered in the buzz phrase diversity, equity inclusion (DEI). We have seen a proliferation of DEI hires in the past year, yet if one looks at the process of attaining a job at a college or university, what we see is that the more things change, the more they stay the same.

Dr. Monica Cox, academic and founder of the consulting firm Stop Playing Diversity went viral with the following tweet, “Instead of showing me your diversity statement, show me your hiring data, your discrimination claims stats, your salary tables, your retention numbers, your diversity policies, and your leaders’ public actions against racism. End performative allyship.” Dr. Cox’s tweet called out the problematic nature of hollow words used by those who say the right things, yet do little to change the structures that benefit their positions and ensure those with the most privilege have preferred access to jobs in higher education.

Applying for a job certainly requires a bit of time and preparation on the part of the applicant. However, if one looks at the application process in higher education…