That brings us to a final problem with [Diversity, Equity, and Inclusion] statements in hiring processes. Selecting for “correct” social views increases incentives to flatter and lie. Most faculty job applicants have spent two or more decades impressing teachers. It should be no surprise if they know what academic interviewers want to hear. (Or at least what the administration says interviewers should want.) Some of the people speaking insincerely will no doubt be passionate teachers and scholars willing to jump through hoops for an opportunity to do good work, but others will be slippery careerists who thrive by flattering. Why give them more chances to leverage their skills?
This is correct. The demanding of DEI statements from academic job candidates has nothing to do with the pursuit of social justice. Its purpose, rather, is to test candidates for subservience; to weed out those who ask difficult questions or exhibit independence of mind.