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Quest . (2021) 34.1 DOI 10. 51845/34s .1.16  \nMore Diversity? Talk is Cheap  \nNoah Carl  \nIn a paper dealing with the apparent inconsistency of professing egalitarian beliefs while enjoying a well-above average income, G. A. Cohen asked, “If you’re an egalitarian, how come you’re so rich?”1 This paper asks a similar question of academics who are members of overrepresented groups and purport to be in favor of more “diversity”; specifically, if you’re in favor of more“diversity,” how come you haven’t resigned?  \nWomen and some ethnic minorities are underrepresented in academia, especially in senior positions at elite colleges.2 For example, in the United States in 2018, white men comprised only 33 percent of the civilian labor force, but made up 40 percent of college faculty and 53 percent of professors. Likewise, Asian men comprised only 3 percent of the civilian labor force, but made up 6 percent of college faculty and 8 percent of professors. By contrast, black women comprised 6 percent of the civilian labor force, but made up only 3 percent of college faculty and only 2 percent of professors. Likewise, Hispanic women comprised 8 percent of the civilian labor force, but made up only 3 percent of college faculty and only 1 percent of professors.3  \nMany academics who are members of overrepresented groups have indicated that they want to increase the representation of women and ethnic minorities.4 However, since any academic from an overrepresented group  \n1 G. A . Cohen,“If You’re an Egalitarian, How Come You’re so Rich?,” Journal of Ethics 4, no . 1–2 (2000): 1–26.  \n2 Martin Finkelstein, Valerie Martin Conley, and Jack H. Schuster, Taking the Measure of Faculty Diversity (New York City, NY, 2016) .  \n3 “Professor” here refers to those with “Full Professor” status, while faculty includes Associate Professor, Assistant Professor, Instructor, Lecturer or Other faculty. U.S. Bureau of Labor Statistics,“Labor Force Characteristics by Race and Ethnicity, 2018,” 2019; National Center for Education Statistics, 2020,“Characteristics of Postsecondary Faculty,” [https://nces.ed.gov/programs/coe/indicator_csc](https://nces.ed.gov/programs/coe/indicator_csc) . asp\\#info.  \n4 The word “diversity” is placed in quotation marks throughout this paper, due to the fact that its meaning in the present context is contested.  \nNoah Carl is an independent researcher who received a D. Phil. in Sociology from the University of Oxford; [noah_carl3742@hotmail.com. Carl](noah_carl3742@hotmail.com. Carl)’s work has been published in academic journals such as Intelligence, Journal of Biosocial Science, and British Journal of Sociology  \nwho remains in his position is directly contributing to the lack of “diversity,”it is argued that such academics have an obligation to resign and give up their positions to members of underrepresented groups. The paper takes no position on whether it is desirable to increase “diversity.”  \nSupport for Increasing “Diversity”  \nFirst, two recent studies found that male academics prefer to hire female candidates, and white academics prefer to hire non-white candidates. Ceci and Williams sent out trios of application materials to a large, national sample of U. S. college faculty in math-intensive fields.5 Each trio of application materials comprised two male candidates and one female candidate. The second male candidate, who was described as slightly less qualified, was included as a foil. The other two candidates were evenly matched for credentials (departmental evaluations, reference letters etc.) . Respondents were asked to rank the three candidates in order of preference. On average, male respondents in biology, engineering, and psychology rated the female candidate as more hireable than the equally qualified male candidate about two-thirds of the time. (Male respondents in economics rated the female candidate as more hireable slightly less than 50 percent of the time, although the difference was not statistically si","cbCaijeeOymYHNgU","https://ap.wps.com/l/cbCaijeeOymYHNgU","pdf",254440,"English","# Introduction: Egalitarianism and the Diversity Claim\n## Underrepresentation in Academia\n# Support for Increasing \"Diversity\"\n## Hiring Preferences and Experimental Evidence\n## Petition Activity and Scholarly Controversy","[{\"question\":\"What central question does the paper raise about diversity claims?\",\"answer\":\"It asks why academics who support more “diversity” have not resigned, drawing on a parallel to G. A. Cohen’s question about egalitarians who are very rich.\"},{\"question\":\"How does the document describe disparities in academia?\",\"answer\":\"It states that women and some ethnic minorities are underrepresented, especially in senior positions, and gives 2018 U.S. comparisons of labor force shares versus college faculty and professorship shares.\"},{\"question\":\"What kinds of evidence does the paper cite in support of increasing “diversity”?\",\"answer\":\"It reviews studies and survey experiments on faculty hiring and recruitment preferences, including conjoint analysis showing differing preferences across respondent groups.\"}]","More Diversity? Talk is Cheap - Academics and Faculty \"Diversity\" Debate | PDF",1792064728]