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Randy Wayne's avatar

Dear Nan,

As a Cornell professor, i wish you success in your lawsuit. I also hope that your lasuit has a positive influence on us so that we will accept people based on merit. Only then will people truly understand what a Cornell degree means.

Thanks for writing this.

Randy

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Geoff's avatar

I was a faculty member at UC Berkeley from 1999 to 2015 and I sat on many committees to hire new faculty and to admit graduate students and postdoctoral fellows.

The policies for hiring were influenced by DEI and the Title IX offices. The annual budget for DEI Programs at UC Berkeley was $25 Million. The funds came mostly from "overhead" on Federal grants. The DEI Website: https:/diversity.berkeley.edu/programs-services

UC Berkeley enforced many DEI programs that favor students and faculty based on the color of their skin or their gender. DEI at Berkeley strongly influences policies, admissions, hiring, course content, and disciplinary actions, resulting in favoritism and discrimination toward certain groups based on race and gender.

Humanities courses at Berkeley are especially infused with these biases, emphasizing the oppression by whites, males, and the U.S.. After taking such courses, white male undergraduates reported feeling pressured to identify, spuriously, as "gender fluid" during class discussions to soften the presumption that they are oppressors, privileged, toxic, and colonizers, due to their white skin and male gender. Claiming to be gender fluid conferred them with a modicum of victimhood.

Between 2020 and 2025, Applications for faculty positions at UC Berkeley, and for faculty promotions, were required to include a "DEI Statement". Faculty candidates who stated they were "against racism" or that they would "treat everyone equally" were rejected as failing to pass the DEI filter. Instead, applicants must have claimed they are actively "anti-racist”. This means actively giving higher grades to students having dark skin and giving extra help to females. The Biology Department at UC Berkeley led this policy.

Faculty hiring at UC Berkeley was covertly biased toward hiring women and people of color between 2000 to 2025. The faculty hiring bias was always hidden. To avoid obviously violating both the U.S. Civil Rights Act and California Laws, a dean or Vice Chancellor at Berkeley would enter the room where the faculty hiring committee was meeting. After closing the door, the dean or vice chancellor would privately tell the faculty committee members that the successful applicant must be a "person of color" or a female. Some admonitions were conditional. The dean would state that if the top-ranked candidate were male or white, we could hire them only if a female or person of color were also hired as a second faculty member.

As a faculty member at Berkeley, I participated in many hiring committees where such secret illegal demands were made by a dean or Vice Chancellor. I complied, breaking the law. Most tenured faculty eventually sit on faculty hiring committees at UC Berkeley. We all committed this crime, violating the Civil Rights Act of 1964.

Every year, the hidden machinery of Berkeley DEI and Title IX Offices damaged lives after a complaint was filed, with no due process allowed nor the American judicial system.

Overwhelmingly, White and male students were the ones punished or expelled. But those numbers remain hidden, so the bias in punishment against whites, asians, and males is not recorded.

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