A faculty job posting at the University of Washington was abruptly withdrawn after it emerged that candidates were required to submit a “one-page diversity statement” and undergo evaluation on specific diversity, equity and inclusion (DEI) metrics.
In a public critique, teaching professor Stuart Reges expressed concern that even highly qualified scholars like himself—he is a winner of the university’s distinguished teaching award—would fail to meet the current DEI-driven criteria. He stated: “I’m convinced I would not be hired if I applied today.”
Reges highlighted that the posting demanded evidence of “deep knowledge of DEI issues” and indicated that faculty performance would be assessed using a DEI-based scoring rubric, beyond research, teaching, and service achievements. He argued the requirement risks excluding candidates who do not specialise in or overtly promote DEI agendas.
University officials confirmed the job advertisement was removed once the DEI component became public. They did not say whether the posting will be revised or re-issued without the contested language.
The incident has sparked broader debate over the role of DEI requirements in academic hiring: supporters say such statements advance equity and representation; critics argue they may impose ideological conformity and jeopardise merit-based selection.
As institutions nationwide assess their hiring practices, this case at one of the country’s flagship public universities may serve as a focal point in the evolving discussion on how best to balance diversity goals with academic freedom and excellence.