On Dec. 2, 2002, the U.S. Supreme Court agreed to hear two cases, Grutter v. Bollinger and Gratz v. Bollinger, that could impact how affirmative action is carried out at educational institutions, particularly in university admissions.The cases provide an opportunity to begin a dialogue on the implementation and goals of affirmative action, which is often a misunderstood concept. These cases stem from the admissions policies of the University of Michigan. Because these policies are similar to those of many other colleges and universities, their outcomes will have nationwide implications. Pending their outcomes, Cornell University remains committed to its application of affirmative action principles in matters of admissions and employment.
The term "affirmative action" was first used in federal civil rights law when President John Kennedy issued Executive Order 10925 in 1961 requiring federal contractors to "take affirmative action to ensure" equal employment opportunity for all individuals. In 1978, the Supreme Court, in Regents of the University of California v. Bakke, provided guidance on the application of affirmative action in admissions decisions. In that case, the court pronounced that racial and ethnic distinctions are inherently suspect. The court did recognize, however, a university's goal to have a student body that is ethnically diverse and therefore concluded that a university could legitimately consider race and ethnic origin as factors in reviewing applicants for admission.
At Cornell, race and ethnic origin are two of many factors that are considered in the admissions selection process. The most important factor in determining admissibility is, however, academic achievement and potential. All admitted students must have demonstrated the ability to "do Cornell work." This evidence is primarily gleaned from the students' high school transcripts and standardized test results. Cornell admissions professionals, like their colleagues at other institutions, also consider an applicant's extracurricular activities, community involvement, legacy status (whether an applicant has a parent/relative who attended Cornell), and teacher and counselor letters of recommendation. Although some individuals assume that preferences are only extended to students from underrepresented racial and ethnic backgrounds, admissions preferences are routinely extended to students because of their athletic ability or because of legacy status. Cornell also extends preferences to students who are, as an example, the first person in their immediate family to go to college and to students, as is the case in the College of Agriculture and Life Sciences, who are from farm families. Cornell admissions professionals embrace and support a broad definition of diversity with the understanding that racial and ethnic diversity are two important parts of our overall diversity goals.
When it comes to employment, race and ethnic origin are, again, two of the many factors that are considered. Other factors include the individual's work experience (including work experience outside of Cornell), gender, educational background, veteran status, work history and prior performance in other positions. In some cases, employees make assumptions that an individual has been hired because of his or her race or ethnic origin and that the individual is therefore somehow less qualified. Hiring affirmatively does not equate to hiring people who are not qualified -- it means choosing from the "cream of the crop," particularly in light of the competition between employers to recruit individuals from diverse backgrounds. Over the last two years, Cornell has taken aggressive steps to strengthen its commitment to affirmative action in employment, including the restructuring of the Office of Workforce Diversity, Equity and Life Quality; the establishment of the Office of the Vice Provost for Diversity and Faculty Development and the creation of the Office of Human Resources Recruitment and Employment Center. The vice provost's office and the Recruitment and Employment Center will both provide leadership in diversity recruiting, and all three offices will provide greater communication and monitoring of the university's progress in achieving its affirmative action goals.
Regardless of the outcome of the Supreme Court cases, Cornell will continue to value diversity in its admissions and employment decisions. Cornell has a historical commitment to diversity as demonstrated in its founding mission. In addition, Cornell recognizes that to operate effectively on a national and global level, within an increasingly diverse society, students and employees must have the opportunity to learn from others, including others from different backgrounds.
This column was written by Doris Davis, associate provost, Admissions and Enrollment Office, and Lynette Chappell-Williams, director, Office of Workforce Diversity, Equity and Life Quality.
The Diversity Digest is one of the services provided by the University's Diversity Council. For more information about the Diversity Council, this column, the University Diversity Council Newsletter or diversity initiatives at Cornell, contact co-chairs Robert L. Harris, Jr. vice provost for diversity and faculty development, at 255-5358 or rlh10@cornell.edu, or Chappell-Williams at 255-3976 or lc75@cornell.edu.
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