Diversity statements are becoming common in job searches. Contrary to what you might think, I actually like these statements, in much of the same way as I believe in the value of forcing people to pitch valuable research (aka grant writing). I don’t know how seriously diversity statements are taken — probably somewhere between what job ads claim (“very seriously”) and what applicants suspect (not read at all) — but I do believe in their potential.
Sure, sometimes the snarky side of me wants to write “I will contribute to the diversity of your department by being the only person of colour if hired”, but that doesn’t mean I think identity is all there is. My identities are, by far, not the most underrepresented ones in the field, and I have grown to really think of service as a skill that one learns, rather than something magical that happens when one is underrepresented.
In any case, my point is that I believe in the value of diversity statements, so what I’m about to say shouldn’t be seen as a rejection of the whole concept, but just an observation.
Only some things can be written into a statement. In particular, only positive things that one has “accomplished” can be written as such. For example, I initiated Wonder Philosophy, which I’m very proud of, and I can write about that. I co-organized workshops and served on panels; I can write about those, too. What I cannot write about are all those times when something happens and I’m the one people contact because I have experience dealing with shit.
I’m not at all the only one, of course — we have a small group of maybe 5 or 6, and a bigger group of more people with special expertise in different areas that we consult. But it’s the same people. Someone does something inappropriate in class and words travel to one of us, who then loop in a few others to strategize about what to do. We consult with experts (e.g., union reps, student reps, people with close relationship with some afflicted party or other) and pull resources. We write emails to various parties and proofread each other’s emails. We rant to each other and offer emotional support. You get the idea. (If you don’t get the idea, you need friends.)
None of these can go into a statement, not the least because it’s considered icky to reveal problems in one’s work place (I imagine “having talked to the ombudsperson’s office about someone I TAed for” does not exactly shine a bright light on my candidacy). It’s also that we don’t have good language to describe this kind of work. Sure, we know what it means for someone to have organized a workshop, but what does it mean that they are “always the one people call up to proofread difficult emails”?
Sometimes this is alright. People who do positive work tend to be the same people who troubleshoot. But this isn’t always the case. I know people who have done as much troubleshooting as I have but have not done a lot of positive work, and so have nothing to show for it. And trust me when I say that troubleshooting is much more difficult than positive work.
It used to be that we are supposed to publish and give talks rather than service or DEI work. Now things have (perhaps?) changed a bit, in that DEI work is at least nominally endorsed. But some part of it remains the same: do this kind of DEI work; not that kind. Give talks and serve on panels rather than order catering or confront the speaker who was rude to students. Keep things on the bright and happy side. Forget about the shadows, even if DEI is all about the shadows.
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I have wanted to leave comments before but then got too lazy to type, so I guess today is the day as I procrastinate with my own applications 🙂
I do agree with you about that it is often easier to write about the “positive work” we do, and that are probably the things people are looking for in the diversity statements. But I am starting to write about the “negative work” I do too in my statement, or write about issues that I know are not mainstream DEI topics, but I think are very important.
Maybe I am being very naive in the matter, or maybe in my mind, I don’t think my diversity statement will be the reason I don’t get certain jobs, so when I write my statement, I write with the attitude that I am going to educate whoever is reading my statement about the issues I deeply care about. This motivation somehow gives me the courage to write the statement I want to write, instead of the ones people might be looking for.