The Department of Justice must take immediate action against Cornell University for potentially violating the Civil Rights Act. Recent internal documents reveal a troubling pattern of racial discrimination in the hiring practices of one of America’s leading Ivy League institutions.
Cornell's Public Claims vs. Internal Reality
Cornell president Michael Kotlikoff declared in February that the university does not make hiring decisions based on race or ethnicity. However, whistleblower accounts and internal emails suggest a different story. Cornell's hiring processes appear to be influenced by a commitment to diversity that undermines merit-based evaluations.
DEI Initiatives Fuel Discrimination
Following the intense social climate of the Black Lives Matter movement in 2020, Cornell implemented a series of Diversity, Equity, and Inclusion (DEI) initiatives. These included mandatory training and a curriculum focused on systemic racism. While these measures were framed as steps towards inclusivity, they have led to policies that prioritize race over qualifications in hiring.
Diversity Statements as a Filter
According to a leaked email from a Cornell professor, hiring committees are now filtering applicants based on their diversity statements. This practice has become a litmus test that effectively weeds out candidates who do not conform to the university's left-leaning ideology. The email explicitly states that weak diversity statements led to the rejection of candidates, reinforcing a culture where ideological conformity trumps competence.
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Pre-Selected Candidates and Predetermined Outcomes
Internal communications detail a rigged hiring process, where committees actively sought to recruit candidates based solely on their racial backgrounds. A member of the Department of Ecology and Evolutionary Biology hiring committee noted discussions with diversity officials about inviting only one candidate who fit the desired racial profile. This approach eliminates competition and the possibility of merit-based selection, a blatant violation of equal opportunity principles.
Specific Cases of Racial Preference
Evidence points to the hiring of Swanne Gordon, a black woman now serving as an assistant professor and diversity lead, who was selected through this biased process. The committee’s actions, facilitated by diversity bureaucrats, raise serious questions about the legality and ethics of such hiring practices.
Implications for Higher Education
The implications of these practices extend beyond Cornell. They represent a broader trend within elite educational institutions that prioritize identity over merit. The America First Policy Institute is preparing a legal complaint against Cornell, emphasizing the need for accountability in higher education hiring practices. As reported by the America First Policy Institute, these documents support allegations of an unlawful hiring scheme that violates federal civil rights laws.
Government Accountability Needed
University officials maintain that their hiring policies are designed to be merit-based and non-discriminatory. However, the evidence suggests otherwise. The Trump administration’s focus on civil rights enforcement provides an opportunity for the Department of Justice to investigate these practices rigorously. The current climate necessitates a reassessment of how DEI initiatives are implemented and whether they serve to uphold or undermine constitutional principles.
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Call to Action for Conservative Leaders
Conservative leaders must rally to ensure that discriminatory hiring practices do not become the norm in our educational institutions. It is crucial to advocate for a return to merit-based hiring processes that reflect true equality and uphold the values enshrined in the Constitution. The exposure of Cornell's practices could serve as a catalyst for change across higher education.
