University Office of Diversity, Equity and Inclusion faces scrutiny after OpenTheBooks Report
University Office of Diversity, Equity and Inclusion faces scrutiny after OpenTheBooks Report University of Virginia The Cavalier Daily
sdgtalks
The University of Virginia’s DEI Office Faces Scrutiny Over Spending
The University of Virginia’s Office of Diversity, Equity, and Inclusion (DEI), a subdivision of the School of Education and Human Development, is under scrutiny after a report by OpenTheBooks, a nonprofit organization dedicated to government transparency, revealed that the University currently employs 235 DEI-related staff members, amounting to $20 million in spending. However, the University contests these numbers, claiming that they are highly inflated.
DEI Initiatives at the University
The University’s DEI office provides various resources and programs to address racial and economic inequalities. These include the Equity Center, which works towards redressing these inequalities, the Diversity Council, where elected representatives discuss strategies for creating a more welcoming environment, and resource groups for Black, LatinX, and veteran employees to recruit, mentor, and support staff members from these identity categories. Additionally, the office organizes learning programs on equity, implicit bias, and fostering a sense of belonging at the University.
Criticism from Conservative Groups
Following the publication of OpenTheBooks’ report on DEI spending and a list of DEI employees at the University, both the Jefferson Council, a conservative alumni group dedicated to preserving Thomas Jefferson’s legacy, and the New York Post, a conservative-leaning daily tabloid, criticized the University for spending excessive taxpayer money on DEI initiatives.
The Jefferson Council republished an article by OpenTheBooks CEO Adam Andrzejewski, referring to the University’s DEI Department as an “extravagance on the taxpayer’s tab” and accusing University spokesperson Brian Coy of misleading the media by underestimating the true number of DEI staff members.
Discrepancies in Reporting
The University disputes the numbers presented in the OpenTheBooks report. According to Coy, the report labels all DEI-related employees, including part-time employees, summer interns, and tenured professors, as full-time DEI employees. Coy explains that many DEI staff members have dual roles at the University, which were not adequately considered in the report. He emphasizes the importance of positions such as University ombuds, sexual violence investigators, bias investigators, and trauma counselors at the Women’s Center, stating that they are not DEI positions.
Salary Controversy
The New York Post criticizes the salary of top-level DEI employees, comparing Chief Global Diversity Officer Martin Davidson’s salary of $451,800 plus benefits to Governor Glenn Youngkin’s salary of $175,000. The article alleges that it takes the tuition of 1,000 undergraduate students to pay the base salary of DEI employees.
University’s Response
According to Coy, the University’s DEI Department consists of 55 full-time employees with an annual spending of $5.8 million. He asserts that OpenTheBooks did not consult the University before publishing their findings. Coy states that OpenTheBooks misclassified more than 100 positions at the University, including important roles that are not DEI positions.
Views from the Jefferson Council
The Jefferson Council supports the OpenTheBooks report and criticizes the University’s emphasis on “equity” based on specific categories of identity. They argue that this approach divides students into different categories based on their minority status. The Jefferson Council also questions the accuracy of the University’s $1 billion long-term plan for addressing structural racism with the Racial Equity Task Force.
Support for DEI Resources
On the other hand, some students, like Oliver Lesher, a fourth-year College student and LGBTQ Center volunteer, believe that the University is not spending too much on DEI resources. Lesher supports the mission and services provided by the University’s DEI Department, emphasizing that they benefit all students regardless of race, gender, or sexuality.
No Impact on DEI Programming
Despite the controversies, the scrutiny from the Jefferson Council and the New York Post has not resulted in any noticeable changes to DEI programming at the University. The DEI office remains committed to its work and serving the University community.
SDGs, Targets, and Indicators
1. Which SDGs are addressed or connected to the issues highlighted in the article?
- SDG 4: Quality Education
- SDG 5: Gender Equality
- SDG 10: Reduced Inequalities
- SDG 16: Peace, Justice, and Strong Institutions
2. What specific targets under those SDGs can be identified based on the article’s content?
- SDG 4.7: By 2030, ensure that all learners acquire the knowledge and skills needed to promote sustainable development, including among others through education for sustainable development and sustainable lifestyles.
- SDG 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic, and public life.
- SDG 10.2: By 2030, empower and promote the social, economic, and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status.
- SDG 16.6: Develop effective, accountable and transparent institutions at all levels.
3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?
- Number of DEI-related employees
- Total spending on DEI initiatives
- Salary comparison between DEI employees and other government officials
- Existence of resources and programs for diversity, equity, and inclusion
- Existence of learning programs on equity, implicit bias, and sense of belonging
- Existence of elected representatives discussing strategies for a more welcoming environment
- Existence of resource groups for specific identity categories
- Existence of a Racial Equity Task Force
Table: SDGs, Targets, and Indicators
| SDGs | Targets | Indicators |
|---|---|---|
| SDG 4: Quality Education | Target 4.7: By 2030, ensure that all learners acquire the knowledge and skills needed to promote sustainable development, including among others through education for sustainable development and sustainable lifestyles. | – Existence of learning programs on equity, implicit bias, and sense of belonging – Existence of elected representatives discussing strategies for a more welcoming environment |
| SDG 5: Gender Equality | Target 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic, and public life. | – Salary comparison between DEI employees and other government officials |
| SDG 10: Reduced Inequalities | Target 10.2: By 2030, empower and promote the social, economic, and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status. | – Number of DEI-related employees – Total spending on DEI initiatives – Existence of resources and programs for diversity, equity, and inclusion – Existence of resource groups for specific identity categories |
| SDG 16: Peace, Justice, and Strong Institutions | Target 16.6: Develop effective, accountable and transparent institutions at all levels. | – Existence of a Racial Equity Task Force |
Behold! This splendid article springs forth from the wellspring of knowledge, shaped by a wondrous proprietary AI technology that delved into a vast ocean of data, illuminating the path towards the Sustainable Development Goals. Remember that all rights are reserved by SDG Investors LLC, empowering us to champion progress together.
Source: cavalierdaily.com
Join us, as fellow seekers of change, on a transformative journey at https://sdgtalks.ai/welcome, where you can become a member and actively contribute to shaping a brighter future.
