The postcards are arriving again. Little boxes. Race. Gender. Ethnic background. Veteran status. As I read the cards, they all mention that they won’t be directly associated with my application. Once I fill out each card, I’m supposed to mail them back to the appropriate university.
As I debate with myself the problematic nature of the little boxes on the cards, I also wonder if maybe the cards should be associated with my application materials. Without the card, my CV sits right next those with potentially more opportunity, more support and more privilege as if we are equals. This seems problematic.
Universities that truly want to embrace diversity must take into account how oppression and privilege have affected the candidates that apply for a position. People cannot choose who they are or the situations they have faced. This situatedness and society’s system of inequality and privilege directly affects a person’s employment potential. Very rarely do black women born in a lower socio-economic class have the same educational opportunities as an upper-class white man. At face value then the white male will appear more qualified because of all of the opportunities he was able to take advantage of, while the black women’s CV may not read as well. Perhaps, she had to take more time to complete her Ph.D. and could not attend every American Academy of Religion meeting because she did not have the money. This does not automatically mean she is less qualified. Continue reading “Check the Box: Diversity and Hiring Practices in the University Setting by Ivy Helman”











