https://www.city-journal.org/article/university-fellow-to-faculty-hiring-diversity-independence
Late last year, the American Association of University Professors (AAUP) slammed the Foundation for Individual Rights and Expression in an unusual social media exchange. “FIRE receives major funding from groups with clear and well-known political, ideological, and economic interests,” the 110-year-old professional organization’s X account said in a back-and-forth with FIRE vice president Alex Morey. “FIRE is complicit w/ the attacks on higher education being led by the Right. You know this but still push the line that you are somehow nonpartisan. How hypocritical.”
The criticism was ironic, given that last year the AAUP received $1.5 million from the Andrew W. Mellon Foundation, which extensively funds ideological projects. More ironic still, AAUP claims to cherish faculty self-governance—that is, the faculty’s freedom to manage its own professional affairs. Yet, it has remained silent as social-justice advocates, many funded by the Mellon Foundation, have undercut faculty authority—a major issue created by the “fellow-to-faculty” activist pipeline.
Throughout my recent City Journal series, I’ve shown how dozens of American universities have developed special fellow-to-faculty hiring programs. Universities use these initiatives to recruit postdoctoral fellows—often with extra administrative involvement in the selection process and a heavy emphasis on diversity—and favor those fellows for tenure-track jobs. It’s a favorite tool of the Mellon Foundation, and it helps administrators strong-arm departments into hiring their preferred candidates.
That threatens faculty self-governance. Multiple professors told me how deans denied or limited their departments’ funds for regular hiring, while strongly encouraging them to hire through fellow-to-faculty programs. In effect, these initiatives allow administrators to use budgetary carrots and sticks to reshape faculty hiring, normally the domain of academic departments.