In academia, there are more qualified people than positions, on an extreme level in fact. I agree, we have to distinguish people. We must distinguish on intangible characteristics sometimes. Suppose I am hiring for a position in an department and there are three finalists. They are all extremely qualified. What is an acceptable way to distinguish people? "Alice was more thoughtful and well-spoken during than Bob and Charlie, I believe she will make a better colleague and mentor to our undergraduates. I suggest we accept her." Compare with the following. "Alice is a black, homosexual, woman unlike Bob and Charlie, who are white, presumably homosexual men. Our university has a stated DEI policy promoting the acceptance of more women and BIPOC faculty. Therefore we should admit Alice." Do you see the difference?

We do not need to enter a deep philosophical debate about what is "merit" and its many dimensions. I agree with you, it's complicated. But the issue is universities are explicitly discriminating and ranking candidates and students on the basis of DEI factors. We know this because, as in the CU case I have linked to already in other comments, their very own notes say so! This is just the tip of the iceberg.

I think this is well articulated. My response would be: what is the north star? What is the aspirational state? It is perhaps inherently unachievable, but what should we be aiming towards? I suggest that that be the thing which guides all other policies. If we intend to admit students on the basis of ability, an SAT score is just about the fairest way to do that. The waters became very muddy over the last few decades because universities decided that having people of many different skin colours was the goal. They dressed that goal up by pretending it had something to do with diversity, but that fails the sniff test. A poor black and white man have much more in common with each other than they do a rich man. If diversity were the goal, students would have been selected on the basis of place of residence, wealth, religion, voting affiliation, values, and interests. Quite the opposite occurred. In many universities more than 90% of faculty identify as left wing. So the goal had nothing to do with diversity.

I suggest we instead return to the idea that aptitude be our north star. IQ tests were originally created to provide opportunity to underrepresented children who might otherwise have been looked over due to their socioeconomic conditions or race. Let us return to a colour-blind north star.

Is this also a lie?

From psychology department at University of Washington [1]:

> I advise deleting the statement below as it shows that URM [underrepresented minority] applications were singled out and evaluated differently than non-URM applications (which is not allowed as [redacted] noted)

> At a faculty meeting, someone whose name is redacted “informed faculty that the Hiring Committee had three outstanding candidates and so they used DEI to distinguish and select a first offer"

[1] https://www.insidehighered.com/news/faculty-issues/diversity...