Christopher F. Rufo, Ryan Thorpe
According to several Princeton faculty members, “demographic evolution” is a euphemism for racial quotas and outright discrimination in academic hiring. A 2021 internal report outlining best practices for faculty recruitment described how staff were trained to “increase the diversity of the applicants at every step in the process.” The report advised search committees to discount negative references for minority candidates and to ensure that every shortlist included at least “two women and/or two underrepresented minority candidates.”
The implicit message from Eisgruber and the administration: don’t hire white men unless absolutely necessary. According to one professor, who requested anonymity for fear of reprisal, this meant abandoning merit-based hiring in favor of race-based preferences—the only way, given the current pipeline, to accomplish Eisgruber’s stated goal of increasing “by 50 percent the number of tenured or tenure-track faculty members from underrepresented groups over the next five years.”
Though many of these policies relied on euphemism, some were openly and explicitly discriminatory. The university’s Target of Opportunity Program, which was cancelled shortly before the 2024 presidential election, made funding available for departments to hire “candidates from groups that are underrepresented on campus.” According to conversations with Princeton professors, this referred primarily to racial minorities and women. The program covered half of each hire’s salary, allowing departments to bring on new faculty without bearing the full financial burden. In effect, the administration created financial incentives to prioritize hiring racial minorities.
