Dedicated students, distinguished colleagues and dear friends,

Happy Friday!

With DEI being retired, how do we efficiently deliver our mission and achieve our vision while adhering to our most sacred values of teamwork, individual respect and merit-based fairness? How do we increasingly take advantage of 50% of the intellectual horsepower of our population without practicing gender-biased recruiting and retention? How do we identify and hire meritorious talent from a broad pool of applicants with diverse backgrounds and skills without needing laws that say we must? Well, we must because every study has shown that teams with diverse SKAs (skills, knowledge and abilities) perform better and produce superior outcomes. Another reason? The new law of the land that says we must perform all of the above without having to resort to a forcing function!

Doesn’t form follow function? If so, we have been functioning according to the laws of DEI and hopefully by now form has taken shape and will follow. That is to say that we will continue to hire people meritoriously and fairly, provide them with access to tools, training and career enhancing experiences, and engage them inclusively. Oh, we will also employ a wide set (rather than a narrow set) of assessment criteria in evaluating talent or admitting students. In other words, hire and admit based on the principle of maximizing strength, rather than minimizing weakness. 

Consider the example of an applicant who had to work full time to earn her way to complete a college education in five years instead of four with a GPA of 3.3, versus a fortunate counterpart who benefited from generous resources and finished college in four years with a higher GPA. Regardless of race, gender and all other DEI-related criteria, which candidate is a better choice for a job that can benefit from the education AND work experiences of the two applicants? If our hiring practices narrowly consider GPA (or gender or race), and time to graduation, then our hiring practices are not based on maximizing strength. They are neither meritorious, nor fair!

Here on our campus, not unlike many universities and organizations across the country, anxious inquiries from faculty, staff and students suggest anxious anticipation of major change. To ensure compliance we will change some terminologies and approaches, but we will not renege on our commitment to ensure that our university remains a destination of choice for faculty, staff and students from broad and diverse backgrounds. Consider, for example, our initiatives here at S&T to increase participation in STEMM fields of study: science, technology, engineering, math and medicine. We did not establish our ADVANCE program because of DEI! We established it to “foster a welcoming and supportive professional climate for all faculty and to ensure fair and merit-based access to resources and opportunities.”

To all our inquisitive students, faculty and staff, I say, as we retire DEI terminologies, and as we continue to navigate the new realities, we will look beyond all status quos and evolve our strategies to ensure achievement of our desired outcomes. I also ask for your continued support, understanding and input as we highlight the win-win value of our outcomes-based approach. We will remain focused on attracting and supporting a diverse workforce that will continue to provide critical contributions to critical global challenges. We will also continue to build our university, to deliver our mission, and to achieve our vision of preparing our students to engage with the world as it is. A world beyond the retirement of the perfunctory DEI, a little ambiguous and a little different.

For now, let’s focus on and count on all the great things that will happen as we rework our cultures and on how we will achieve our goals.

Warmly,

-Mo.

Share your thoughts!

Note to academics: Candidate recommendations for the Missouri S&T Provost are welcome.

Read previous Friday morning messages.

Check out the latest news from S&T:

• Missouri S&T engineering management alumna elected to National Academy of Engineering
• How a kindergarten lesson fuels an S&T student’s environmental focus
• Laser-focused on atomic research

Mohammad Dehghani, PhD
Chancellor
mo@mst.edu | 573-341-4116

206 Parker Hall, 300 West 13th Street, Rolla, MO 65409-0910
chancellor.mst.edu

Replies

Good Morning,

I always look forward to your Friday morning email.  Congratulations on the Carnegie Foundation R1 recognition.  That is quite a feather in your hat also. I did not set the world on fire with my GPA, but just the fact that I had a diploma from, at that time UMR, opened many doors and opportunities.

In response to the DEI elimination, this is just another insult to our country.  DEI is one of the things that has made our country stand out among nations all over the world. This Administration seems to be putting a lot of effort into insulting the human race.  As an Air Force Officer, I took an oath of office to protect the Constitution of The United States, not to protect some lying politician.  It seems everything going on is an effort to destroy our country and the Constitution that has made it great.  I have read several books about this happening in past history and what is happening to our country now.  I didn’t realize the Nazi party became very strong just before WW2 and was basically stopped when we entered the war. If you would read the first 150 pages of "The Rise and Fall of the Third Reich” you will see many similarities with what is going on now in our country.  It almost looks like a play book for Trump. I would recommend the entire book, but it is a long read. Another good book is “The Kingdom, The Power, and the Glory”.  It explains what is going on in the churches and I think what is causing church attendance to decline. There is also a good documentary movie that can currently be found on Prime, “Bad Faith”. It is very informative.  Trump showed his position when he pardoned the 1600 people convicted over the insurrection. Most of those individuals are white supremacists, KKK, Nazis, Skin Heads, Proud Boys, Oath Keepers, etc. Another big factor with Trump’s support is this lack of factual information now available. The young “Bro Vote” defined as 18- to 28-year-old males with high school or less education believe the lie.

It makes my heart sad to see our Democracy, although not perfect, destroyed. Time will only tell the future, but right now it doesn't look good.

Mr. Dehghani,

Thank you for your explanation for how the University will be handling the "removal" of DEI.  It was refreshing and encouraging to hear that although the words will be removed, the spirit of DEI will continue.  I liked the hiring example you gave.  I have been involved with interviewing people at various times throughout my career.  Although grade point was a consideration, it was not always the most important.  I enjoy reading your newsletters and look forward to the University's continued success in the engineering world.

Sir,

I do not know what DEI is but if you are looking for feedback on hiring I can offer one.

Make sure you hire the best to teach but to also make sure they speak clear English.

I did hear comments out of the Petroleum group that yes, the instructors had vast experience, but no one could understand what was being said in several courses.

I liked the comments about retiring the DEI terminologies (the woke buzz words) while still getting the best overall package.

When my daughter was graduating from high school (we live near ...), she was looking at going to … where one of her friends was going. I looked at the cost and said why not apply to … (by that time she had a boyfriend going there).

Her response was “Dad I would never get accepted.” I said, "You don’t know if you don’t try.” She applied, certainly didn’t have the highest GPA, but they must have liked the overall package. She got accepted and I had to put my money where my mouth was.

They are married now and both work in management positions.

This is really disappointing.  I expected more of my alma mater.  Why 'retire' the terminology (and yes, I saw work was already being done back in September in this direction), it just gives credence to a system that already favors those who are in a majority (in the case of Missouri S&T - white males, and even myself - a white female).

This feels like such a step backwards.  The reason DEI efforts were in place was because systematically our institutions are flawed and have bias (unconscious, at best).  

This is especially disturbing to see come from the Office of the Chancellor after we've seen the push by the President of the U.S. to eradicate uses of DEI, and seeing how his administration's goal is rooted in cruelty and wanting to silence any minority groups.  

 Do better.

 Mo.  The answer is simple, merit.  You and I are immigrants, from …, we made it fine in the U.S., the land of opportunity.  I am retired from a 35-year military and civilian career in the ...  I disliked but had to do it, as a manager, having to not select the best to meet various minority quotas on personnel and contracting.  I retired in 2006 and I know the situation got much worse.  That is why I am in favor of the elimination of DEI.  Thanks for your honesty in your emails and all you do for S&T.

I see your points at University level and the stupid ideas being put in place. Friday's disgraceful display by our … president and second in command vice president was a total disgrace. As a veteran I find it very alarming and disrespectful to me and all fellow Americans. He doesn’t care about anybody but himself and I see him as a traitor. Our freedom is in jeopardy. The man is a total fraud and criminal. He has been convicted several times.  

With those not alternate facts stated, let’s look at the DEI issue from a different viewpoint. I mentioned earlier about outreach to local schools to improve math, reading and STEMM programs for grade school and high school students, K to 12 levels. These students are not mentioned in the current, and I hope very last, edition of this stupidity, in Washington. These students will be improved and enriched if education degree students from Missouri S&T go local and seek to improve students. They, local students, may or may not attend the university but their skills and abilities will be enhanced and the state /world will be better for the effort. Missouri S&T students will gain valuable teaching time. This is a positive action were all gain, win win.

Always room for improvement and continuous improvement should be a goal. During my time at UMR we had a diverse student body. We did not have many women or black students but had students from many other countries. Since that time I believe that the population has become more diverse, and I think that is a credit to the university administration and student population. I would hope that we do not need legislation to ensure the equality of opportunity. I also hope that applies to what some might consider a marginal student who has demonstrated a willingness to learn and succeed. I hope that Missouri S&T, which is hard for me to refer to my alma mater by that name, continues to lead the way in so many areas. Thank you for your leadership.

Mo,

 I hit the comment button on your email.  I should point out that most engineers want to give a detailed reply and cannot simply reply “yes” or “no”.  So, here’s a comment:

Please do not take this personally but my recommendation would be to eliminate using the word “diverse” in your organization and memos.  For most people “diverse” implies “diversity” which can also imply “DEI” which has also become very negative.

As noted in your write-up, there is, and has been the view, that more “diversity or diverse” groups can in some cases achieve better outcomes.  That is in generally possible and true however poor conclusions can also be reached by diverse groups.  (The best outcome of groups can be affected by many other factors such as poor leadership, undefined purposes and outcome on meetings, lack of facilitative leadership during meetings, power struggles of thoughts and position, and poor debate in meetings.) (This is a whole different subject not covered while I was a student).  

That said, the Federal Government, under the prior Administration made the pursuit of DEI goals a “falling on the sword” issue… the prior Administration over did it and lost sight of many other important issues such as inflation, international affairs, the economy, etc.  So I think the University could be better served by staying away from any presumed association by the calling out diversity, diverse and DEI word choices.  This avoids the accidental inclusion of politics in your messages also.

As an UMR ,(very outdated), engineering alumni here are a few considerations and I know you have a tough job:

Eliminate the words “diverse”, “diversity” and “DEI” in your communications where possible.  Substitute more favored words in the messaging, for example:  desired outcomes using  Cross functional Researchers and Research Teams. Leading edge and Breakthrough Research Areas, State of the Art Academic, imparting Knowledge, Educational, Outcome Based Skill demonstration… etc.  

Nice message. We need to maximize talent for the good of all.

Examples against DEI:

 1. In my class of '80, Senior Seminar, a large corporation in St. Louis wanted to hire all the graduating female engineers to fulfill a requirement of a large federal contract. Upon on hearing this, the women engineers deleted that company from their interview list.

2. Why are fire departments relaxing their written and physical exams so they can meet their  DEI quota?  This has me concerned for my safety.

3. What if the FAA (Federal Aviation Administration) had a DEI quota? What could possibly go wrong if the air traffic controller controlling the airplane you are on, was hired to fill a DEI quota?

I was disappointed to read your email regarding UMR's (MST) retirement of the DEI policy.  While I don't care if you have a formal DEI policy, or what you name it, I am sorry that you chose to follow this directive from the current country management team without so much as a whimper or even a "Yes but...".  Have any books been banned recently?  I remember attending a campus filled with Miners of ALL stripes without so much as a glance or thought as to where we came from or how we got there.  Each of us had our own set of strengths and weaknesses, and we all received the same support without hesitation or second thoughts.  That was a long time ago, and many things have changed.  I believe some change should be embraced while other should be approached cautiously and performed slowly, with guidance and, occasionally, avoided all together.  Hopefully, DEI can be fully embraced and implemented, even if it is silent and invisible. That is my hope for the future.

Mo,

You threaded the needle very well on this subject. The analogy of form following function is a great way to get people to move forward. Victory can be claimed when we don’t need laws to dictate how we already want to behave. DEI got people to more clearly recognize the ideals that most people really want to see executed. Once the ball is rolling and moving in the right direction, the need for mandates and rules are unnecessary because it’s built into the culture of the organization without question. That makes it a natural part of doing business and not forced or perfunctory as you noted.

 We are all engineers who are wired to measure things to measure success. However, engineers will often admit that they need more soft skills. Things that feel correct are regularly correct without the data to support it. That’s where the concepts of listening to your “gut” can be important. I think we have the ability apply this concept to our behaviors going forward as it relates to hiring, rewarding and evaluating people in the future. Sometimes you just have to trust your gut and go for it. You won’t be correct 100% of the time but I’d wager big bucks it will be an improvement over the past.

As you suggest, if we widen our vision and eliminate the narrowness of how DEI was being executed in many ways, we will ultimately realize what DEI set out to accomplish.

Good luck and great note on the retirement of DEI.

Chancellor Dehghani,

I am extremely disappointed at the university's decision to end DEI policies on campus. As someone who has graduated with an undergraduate degree and is expected to finish her master's shortly, I am disheartened to hear that the university has succumbed to peer pressure.

I would like to plead for you to beg the university to maintain its DEI initiatives on campus. Missouri S&T has an amazing set of programs that continue to grow in attendance. Between the Parade of Nations, active International Student activities, and more - the University needs to maintain the initiatives for diversity, equity, and inclusion. Please do not end the women's only scholarships for freshman - without it, my university degree would not have been possible.

 When I graduated my undergraduate in 2020, I had already faced 5 years of discrimination as a woman in engineering. From professors telling me to pursue a softer science and giving me a lower grade for the same work than the men in my class, to students joking about me just earning my MRS degree and Rolla Princess Syndrome. DEI and continued support of women and minorities in engineering is crucial for the success of engineering as a field.

 Missouri S&T may turn out the next Madame Cure, or the next Grace Hopper or the next Ada Lovelace. Without initiatives to encourage women in engineering and programs to retain them through their programs - S&T will not have the opportunity to contribute to that level of greatness.

 I understand that the university is probably facing immense pressure with MSU just ending their DEI programs and concerns over the Missouri System doing the same. Please help champion the continuation of these programs at the University.

 I urge you to remember that all human beings are created equal, we deserve equality, equitable treatment, and inclusive spaces for us to thrive. As student council, I hope that you are able to represent the body of students at S&T who believe in the continuation of DEI programs at the university.

Mo,

I’m a Nerd. Most of us are Nerds. It’s tough to succeed in a STEM field if you are not a Nerd.

Nerds focus on who can successfully complete the project, on schedule, on budget, with minimal drama.

We really don’t care about any of the DEI issues; or any of the other quota metrics going all the way back to the Carter days.

During my team leader and management days, up until today, I looked for candidates who met those criteria.

From the Carter days, up until today, I’ve had had the pleasure of working with fine individuals that covered most of the alphabet soup groups.

My expectations of them, and those around them, was DO YOUR JOB and no DRAMA QUEENS.

To Supervisors and Leads, help everyone to improve; and, deal with the drama queens around the issue

…, from …, called while I was in the middle of this email.

We had an enlightening conversation about these issues.

I look forward to meeting her the Saturday of St. Pat’s at Hasselmann Hall.

Love your emails.  Just had to respond to this one.

Very well stated and we do appreciate you taking aggressive stance in assuring that our beloved University continues to embrace all applicants whether students or instructors. As a direct recipient of the minority engineering program, I know for a fact that I was ill-equipped to be able to succeed at a place like UMR. Especially as a student athlete competing in two Varsity Sports studying electrical engineering. I owe everything to that summer program that recognized that kids like me had the aptitude but not the opportunity and in that short summer give me the opportunity that reflected my aptitude. Again, thank you for the great perspective and looking forward.

DEI retired? You have now bowed to and kissed the ring of the most authoritarian presidential administration the United States has ever seen. You are helping to set the cause of human rights back by decades.

     I am unsubscribing right now.

Your letter implies you will continue to use DEI criteria just calling it by a different name.  I am disappointed in your leadership and the once outstanding university I attended (1969 - 1972).

My family did not have much.  I went to Jr. College in our town for 2 years and worked noon until 5 pm every day to pay my way and save to be able to come to the Missouri School of Mines and Metallurgy.   At Rolla, I got on the work crew of one of the eating clubs washing breakfast dishes for roughly 300 men 3 to 4 morning a week to get my monthly $23 - $28 monthly food bill (1969-71) for free.   I interviewed and got into a coop program and worked every other semester to earn enough to pay for the next semester.   My final semester I had to borrow $1,000 from the bank to finish my degree.   My family never paid a penny for my education because they couldn't afford to.  After graduating with my BSChE, I was given a full scholarship to continue my education.  I graduated with a MS in Chemical Engineering the next year.   I would have been extremely disappointed if someone with a lower GPA was given my place in Rolla to meet some arbitrary mix of outcomes.   I wish our country was more concerned with seeing that our minority groups got an equivalent high school education to those in other communities.   Too many minorities attend schools that don't come close to providing those students an opportunity to succeed later in life.   But giving students with lesser grades positions in place of students with higher GPA in order to meet your DEI goals is a tremendous disservice to the student with the higher GPA.   That is just another form of racism but the deciding factor is not based on race but trying to achieve equal outcomes and the expense those who were rejected because they didn't fit into a specific category.

Mr. Dehghani,

I find it disgusting that MST is kneeling at the feet of a hateful administration.

"DEI" is NOT the enemy...or even the opposition.  Diversity is a GOOD THING!

I highly encourage MST to reverse its course and remain independent of immoral government word police.  My continued financial backing depends on such.

Mo,

Gotta bend the knee I suppose. I’ve been gone and an alumni for 20 years. Disgusted that you have to kowtow to Trump’s ...

Keep your head down and let’s get past this ... Maybe when the fake king is buried in his grave you can come out and wash your hands of this farce. Count me in for a $500 donation to the school if we get there.

Mo -

Three years ago we exchanged a few emails when I asked what response you and the university would have to the rights taken away from our women to control their own health. I went so far as to say that our nation was starting to look, feel, and sound a lot like Nazi Germany of the late 1920s and 1930s. You assured me that was not the case, that just as many were celebrating the stripping of rights from your female students as were expressing concerns. And frankly, you told me that you could not speak up anyway because your position forbids you taking a political stance. At the time, and still today, I challenge the concept that protecting the rights of individuals is political. It is human.

 Fast forward to today, when the Nazi salute is openly done at our presidential inauguration by an unelected billionaire who has his hands on the levers of our democracy. Your email bends the knee to policy that is hateful, yet you try to place a positive spin on it to encourage those that know their rights are being ripped away. They see straight through it. I know this because I have friends who are gay, transgender, and from many races who all are fearful at this pivotal time. Some of those people forwarded me your email this morning expressing disgust at your blissfully ignorant message. You are parroting the last dog whistle of the aggrieved white male who has not achieved based on their merit and instead want to cling to power by alienating and demonizing others who are different from them.

I was on campus on September 11, 2001, and witnessed young white males physically and verbally assault other humans whose last names are similar to yours. They attacked others for being different. I stood up for my friends from Botswana, Saudi Arabia, India, and China who were attacked when all they were doing was trying to use their merit to improve their lives. I lost white friends because of my decision to stand up for others. I know the deep hatred that lies in many of the people who harmed my friends then, and it remains today. Your shameful message gives oxygen to those flames of hatred.

Sir,

While I agree with your assessment: "Consider the example of an applicant who had to work full time to earn her way to complete a college education in five years instead of four with a GPA of 3.3, versus a fortunate counterpart who benefited from generous resources and finished college in four years with a higher GPA."  A 3.3 GPA from University of Missouri - Rolla in a serious Engineering discipline is nothing to sneeze at.

When I was at Rolla in the Mechanical Engineering program in the early to mid-1990s, having transferred from East Central College in Union, Missouri, I became very frustrated with the Mechanical Engineering department in general.  Why the frustration?  I quickly learned that cheating on exams was commonplace among students.  How was cheating even possible?

In Mechanical Engineering it is often the case that one needs to refer to data tables in the textbooks to solve problems given (e.g. Thermodynamics).  In the back of the textbooks there were always several blank pages.  The common practice of almost the entire student body in ME discipline was to copy old test problems that were on file in the library, the night before the test, then copy the solutions of similar problems often without even changing the numbers.  Since the Doctoral and Masters students were the ones grading the tests, the students received full credit for copying solutions to problems not given on the test.  I was even encouraged by an ME Doctoral student to do just as I described above.  

What am I leading to?  My college roommate had a girlfriend who was also in the ME program.  She was slightly ahead of me in the program.  When I asked to borrow her file for studying, I noticed quite often she was given full credit for completely wrong answers, whether it was a test file or homework.  Way too often, in fact.  Her GPA reflected a 3.5 or higher - on paper, she was a stellar student, but in reality she was learning nothing.  Why was this young woman even in Engineering when she was not even remotely technically capable?  Corporations have hiring quotas they have to fill especially in technical fields, like Mechanical Engineering that are historically male-dominated fields.  In order to fill those quotas, the Universities MUST attract and graduate women in Engineering.

On the face of it, it seems fair, but the underbelly tells a different story.  The Engineering disciplines - more often than not - deal with public safety.  Having worked most of my career since graduating in the aviation industry, this hits home really hard.  Suddenly after 100 years of flight, the Boeing Company and others have forgotten how to keep aircraft in flight, and pieces and parts thereof attached, and how to shuttle astronauts to and from the ISS, and all you can say (effectively) is... "We are going to just keep doing what we have been doing but not use the terminology."  People die when aircraft fall out of the sky.  

You put equality of outcome ahead of human life.  Your strategy is lacking.  You might want to reconsider.

Dear Chancellor,

I appreciate your directness in taking on some of these challenging questions! In terms of leadership, one thing I've been told recently is to explain WHY rather just the WHAT (I've held very small but educational positions) — I think you're doing a good job of this.

Your example of the two hiring options with differing GPAs, graduation rates, life experiences, as well as gender highlights why highly exclusive hiring practices aren't optimal. Likewise, a diversity of viewpoints and SKAs is evidently beneficial, especially compared with a "good ol' boy" system where people are rewarded for who they know.

However, I think one of the ways DEI had the reverse effect of encouraging a diverse and excellence-based recruitment is that it often narrows the criteria rather than widening it. It reduces someone's ethnic identity or gender to a hiring quota that becomes either an obstacle or an asset. Forget the social division that this creates, but the actual mission of considering more variables when hiring is clipped.

The best way to promote merit-based excellence in my view is to educate recruiters in the WHY of expanded recruitment criteria - not simply requiring the WHAT. Once a company/organization realizes the benefits of looking more closely at an individual's circumstances and perspective, they will tend to do this more willingly and passionately because it is inherently a beneficial strategy.

As always, thank you for your strong communication and transparency with your students! The leadership is much appreciated.

You all have my deepest appreciation and I have a true respect for you all and your institute. As a young black girl in this country, thank you. Truly.

Mo...

Nice message! ... we can only hope that all other institutions and organizations dealing with applicants, public or private, intend to take your approach. Otherwise, our diverse population in the U.S. may never get to the point of applying to the college of their choice.

Mr. Dehghani,

I disagree with your letter. We do not need to have diversity be much of a factor in who is hired or given a scholarship but their accomplishments and experience is what matters. A person of one gender or ethnicity should not get an advantage over another just because of these factors. They should receive a job based on their accomplishment and skill set.  

I appreciate the sharing of your thoughtful and inspiring message. I really admire the university's firm commitment to fairness, merit, and respect for all people as it charts the changing concerns of diversity and inclusion. It's comforting to learn that, even as we cease using DEI terminology, the focus is still on what's most important—hiring and admitting people based on strength, talent, knowledge, and ability, not limited criteria.
I particularly identified with the example that you gave, in which the applicant's experience and persistence outweighed conventional measures like GPA. This speaks volumes about the general principle of merit and equity in the university. It asserts that true merit is not merely founded on conventional measures, but on the depth of experience, commitment, and the special talents that individuals possess.
I am highly interested in securing a position that balances academic accomplishment and real-world experience, so I am particularly impressed with the university's strategy for finding and keeping excellent talent. The understanding that diverse skills, knowledge, and abilities make teams stronger and yield more significant results is imperative in today's rapid-paced, global society. It's exciting to think about being a part of a university that not only gets this but makes it a part of its goals.
It is extremely motivating to be working on creating a welcoming and inclusive community, especially in the STEM fields. Programs like ADVANCE make sure all students and faculty, irrespective of their background, have equal opportunity. This speaks volumes about the university's efforts in making sure that everyone thrives. I think this kind of environment will allow me to grow in my academic and professional life, permitting me to enhance skills that can positively impact the discipline in which I want to specialize.
Additionally, I think it is thrilling how the university is embracing change while holding on to its core values as a potential student. I understand that the change will not be merely a question of substituting words, but it will be a continuous process of how the university builds a community that truly values diversity, promotes cooperation, and celebrates the importance of equity and merit.
I am glad for the opportunity to be in an environment that is constantly evolving to prepare its students for the challenges and opportunities they will experience in their careers and lives.
I really want to work in this environment. The idea that students here will be helped to build on their strengths, work together, and achieve meaningful work that can make a difference in the world is something I can relate to my goals. I believe that being part of this new school will make me grow as a student, as a person, and as a professional someday.
Thank you once more for this motivating message. I'm glad for the opportunity to be part of a community that values everyone's ideas, personal development, and efforts. I'm looking forward to knowing more about how I can contribute to this vision and benefit from the opportunities here.

Good Morning Mo,

I’ve just finished reading your Friday email. I’m very happy to hear that you and S&T at-large are still committed to fostering a diverse, equitable and inclusive culture, despite the changes coming from Washington.

I know that DEI has become somewhat controversial and extremely political lately, so I’m sure you’ll hear mixed opinions on both this email and the University’s commitments, but I wanted to add my voice to the chorus: ensuring equitable admissions and an inclusive environment makes me proud to be a Miner ⛏️.

Chancellor Dehghani,

One of my … fraternity brothers forwarded your email to me and other fraternity alumni of Missouri S&T.  Whether or not you intended to send this email on the same day as supporters of DEI are calling for a national “economic blackout” to occur, I think it is apropos.

I just wanted to say that as a Missouri S&T alumnus (…) and former employee (I worked in the … for about 10 years), I truly appreciate the message that you were trying to communicate in your email.  I can only hope that a supermajority of students, alumni, political representatives, and other stakeholders are as receptive and supportive of your message, and the mission, as I am.  Sadly, many probably will not.

I believe that you framed the issue nicely.  Many institutions, such as Missouri S&T, will be forced to retire the diversity, equity, and inclusion (DEI) terminology as a practical matter because of their reliance on and interaction with the federal government.  But I believe that we, as a society, have come to this point in large part because institutional leaders, political representatives, and other allies with significant platforms did not challenge the calculated and sustained efforts of those who feared DEI from incorrectly and intentionally re-framing DEI as “lowering standards and implementing quotas to enable organizations to offer opportunities to unqualified and underqualified women and people of color (POC) instead of qualified white male candidates.”  This is the same thing that those same groups did with the term “affirmative action”.  And nothing can be further from the truth.  Not only are the women and POC who receive these opportunities among the most qualified for them, one can argue that they are often overqualified.  Affirmative action and DEI have always been about leveling the playing field so that women and POC are aware of the opportunities and can compete for them on terms that are fair in light of this nation’s history regarding racism, slavery, and sexism.  Despite what Chief Justice John Roberts believes, we are not living in a “post-racial” society.

I am absolutely convinced that if Missouri S&T and other organizations are to succeed in the goal of continuing the mission of DEI despite being forced to retire the DEI terminology, then ensuring that such a deliberate takedown by those who would oppose it does not happen again will need to be a core component of the strategy.  This includes effective sustained counter-messaging to combat the misleading and inaccurate framing of opponents that is sure to come.

I hope that you take this email as the supportive message in which it is being offered.  Best wishes to you as you continue to lead Missouri S&T.

Once again, Mo, you make me proud of being a Rolla Grad, and make me WANT to send my children to learn at Missouri S&T.   While you have restraints as a public employee from political powers, you are not abandoning the ethics of having a diverse student and instructor university.  Thank You!

As a recipient of DEI practices I strongly disagree with your stance and you seem to speaking out of both sides of your mouth.

BOUT TIME

Chancellor Dehghani – this is another newsletter that has perfect timing.  I appreciate your framing of hiring and admission criteria that focus on strength.  I appreciate your words of wisdom and I’m glad to be on your distribution list.

Chancellor Dehghani,

Thank you once again for your courage. I’ve seen it numerous times in your Friday messages. I think I’ve mentioned to you before that I often find your messages so inspiring that I pass them along to others. This will be one of those messages.

Also, as someone who has worked since I was 15 - including while pursuing an associate’s, a bachelor’s, and two master’s degrees – I so appreciate your recognition of the special qualities needed for such an endeavor, and how it might affect one metric we use to measure success (grades). When I was in the role of employer, this sort of thing often factored in to my thinking when making hiring decisions, because I knew what it takes to do it. I’m sure there were other elements I would have overlooked because they hadn’t been in my own, personal experience. This is why we need diversity, and why we made it a practice to have diverse teams on hiring committees.

In one of your recent messages, you made a point of saying you write your own messages. I had often contemplated this question, but I felt pretty confident you were writing them yourself. This is because your messages have a consistent style and personal touch that would be hard for someone else to capture for you.

Have a wonderful weekend and thank you for taking time to uplift us with these thoughtful weekly messages. They are sorely needed, especially in these times.

Mo

I say great! Go for it!!

I'm disappointed. I'm disappointed that your interpretation of DEI was so narrow to start with. I'm disappointed that you feel the need to acquiesce to the selfish, self-serving people who are unfortunately currently impacting our government.

As an alum with a high school junior who is considering a career in engineering, I have been encouraging him to consider MS&T. No longer.

Good thoughts Mo. I’m curious as to the reaction of the community of employees and students to focusing less on DEI principles and more on meritocracy (all things considered) and outcomes?

Hi Mo.

Thank you for this positive message. In my opinion, DEI did not help the mission. From my military background, focus on mission is everything. We can focus on the mission based on merit and still have the diversity needed to maximize team performance, as you said so well.

Great job writing about a difficult topic.

Mo, I really appreciated your email this morning regarding DEI.

Thank you for taking your brave position and thank you for your compliance with the crazy changes to DEI via "'terminology change ". Thank you also for passing your wisdom on to the younger set (students as well as alum - may they follow your wisdom over the next four troublesome years).

Good morning,

I don't think we will be sending my daughter to your school, but this email and the way that your institution has handled the current conditions makes me really wish that my daughter was attending your school!

Complying with the DEI stuff is a disgrace. Those types of programs are essential especially to a majority white-male school at Missouri S&T. This is coming from one of the few woman graduates of that school. Please fight back.

Nice job threading the needle.

Diversity is Strength!

And, as a Catholic Altar Boy from 67 years ago I know that, in Latin, DEI actually means God!

I am not surprised, but nonetheless still very disappointed with your email, probably like many other alumni…

I am looking forward however to see the statistics for the last 3 years and for the next 3 years and see how the diversity, equity and inclusion has been maintained at our beloved university. I am assuming data will be collected and made available to ensure good policies are maintained and poor ones will be rectified.

Good Morning Mo,

 Let me start by saying that I always look forward to your Friday morning emails. On your thoughts about DEI and the University, I just completed my probationary period on the 26th. I'm a recent hire and work as an ... I've been in the electrical industry for almost 45 years now. I got into the trade back when it was almost unheard of having a female electrician. Working conditions have improved immensely since I started largely because of DEI policies. When I applied here and was hired, I never felt I was hired because I'm a woman. It was because I was the most qualified. No other candidates were a licensed master electrician, have five teaching certifications from NCCER and years of experience. It warms me to the core when I read your thoughts about S&T continuing to seek out and hire the best talent out there regardless of race, gender, religion, orientation or what the political climate of the day is. I look forward to this being my last job and retiring from here someday.

Thank you for all you do.

I'm ashamed to have attended UMR/MST
Where are the details? When you say "The law of the land," how much of the budget is federal? Explain why the university can't continue without that funding.   The fact you took time to justify a bad policy is unforgivable.  The email, should have been much shorter, it could have read "The university's budget is x% federally funded, and we are forced to engage in unethical behavior that goes against academic integrity."

The tone as well, "Happy Friday", do you as chancellor actually condone this policy? Stand up for education.

Dear Mo,

Thank you for your thoughtful email.  I really appreciate your focus on fairness, merit, and respect as we move away from DEI initiatives.

I believe that removing DEI is actually the fairest way to evaluate candidates, because it eliminates bias based on race, gender, or other external factors.  By focusing solely on someone's qualifications, experience, and character, we align with what Dr. Martin Luther King Jr. dreamed of when he said, “I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character.”  This truly captures the essence of meritocracy — judging people for who they are and what they bring to the table, not for things outside of their control.

Milton Friedman’s words also come to mind: “A society that puts equality before freedom will get neither.  A society that puts freedom before equality will get a high degree of both.” When we prioritize freedom — the freedom to be judged based on ability and effort — we create a system where both fairness and excellence can flourish.  We give people the opportunity to succeed based on what they can do, not their background or demographic factors.  And, ultimately, that’s the best way to ensure we’re selecting the most qualified individuals.

A merit-based approach also helps to create a true diversity — one driven by talent, qualifications, and hard work, not quotas or arbitrary criteria.  It’s about bringing the best people into the fold because of their skills and potential to contribute, rather than checking boxes.

Thank you again for your leadership and your commitment to these values.  I’m excited to continue working together to ensure that we’re fostering an environment where excellence is the standard, and everyone has an equal shot at success.

Mo,

Well said. Greatness will not be confined by any mold but can fit into many.

If some want to fight over terminology let them waste their time fighting while the wise keep marching on in pursuit of progress.

Many of your students will enter a workplace where their challenges are not technical. When your messages sink in, they will be encouraged to do their jobs even if a fair portion of their time is spent addressing terminology changes or fleeting initiatives.

Check the box, do the right thing, and make progress towards greatness.

Don’t worry about it.  There’s nothing wrong with same sex attraction based on beauty and perfection and youth but homosexuality is immoral.  Also, there’s nothing normal about transgender and it’s forcing the world to tolerate people with demonic oppression. Obama is man of lawlessness described in Revelation, the last book of Christian Bible.  666 was the pick 3 lottery drawing in Illinois the day after he beat John McCain in Nov 2008 as Illinois senator and gave victory speech from Grant Park Chicago, Illinois.  Then he forced everyone to take a mark - mRNA gene editing “vaccine.”  He is also an 8th ruler who is also of the 7 before him.  (He was controlling Biden in “secret” and also a former ruler - of  the 7 before Biden -  that give their power unto the beast.  I was told years ago by a client whose brother was born again Christian pastor and also lawyer in Illinois that one of congregants was former Satanist who said church of Satan had back door pass practically to the White House.  

You don’t have to worry or explain or continue the insanity of the Obama and Obiden evil agenda.  We need social stigmas for immoral sexual behavior and insanity (transgenderism) so that people don’t curse themselves and become hindered or harassed or occupied by demon(s).  

That’s a fact.  

If you are hiring based on merit and capability/talent, as all organizations should, there should be no impact – you have the best of the best. Merit and capability/talent is not driven by race, creed, color, gender, etc., it is driven by the individual and what they can do. Some people have more than others, so in those cases there are jobs/positions for them vs. others. Not everyone will get a Ph.D. Not everyone will get a college degree. Not everyone will get anything beyond a high school education. But there are jobs and places in society for all of them to make the world go round. That needs to be understood vs. discriminating against very talented people due to DEI policies. This approach is not discriminating, it is a fair approach for ALL people.

Thank you for hitting the nail on the head!!

Well said.

Very thoughtful.

As a graduate of S&T from 1994, all I can say is thank you.  I respect and appreciate your stance against our current political headway.  If you need assistance, ask.

We need diversity in our work and our thinking, that doesn’t mean color.

Hello Dr. Dehghani,

I really appreciate the value you bring and insight you share in your weekly recaps.

Thanks for your extraordinary leadership.

Thanks also for your weekly thoughts.  I cherish your weekly wisdom.

Never never ever admit, select, grant scholarships or hire on any criteria other than merit. Never consider family income, race or religion for granting scholarships only merit based. I can give examples where using these factors hurt not helped at Missouri S&T.

Your example will be taken care of by companies in the interview and hiring process. It’s not for the University to try to be the decider.

Thank you for a thought-provoking message this week. I appreciate you reiterating the importance of a diverse workforce and looking beyond prejudices.

Beautifully addressed - thank you for sending this out.

Changing a rule or law can never change a mindset.

Dr. Dehghani,

 Excellent article.  Well thought through and stated.  “Maximize strength, not minimize weakness.”

Wish I could write like you do.  Well done.

Dr. Dehghani,

This eats.

Blessings

Dr. Dehghani,

 The repeal of DEI is being challenged in the courts on the basis of the 1st Amendment right of free speech.  On February 21, a federal court blocked enforcement of the two executive orders related to that repeal.  In light of that, it seems premature to say that DEI has been retired.  Given the court ruling, it would seem to be appropriate to continue with DEI initiatives until the issue is resolved.

 Thank you.  

I find it admirable that you lead our institution by example. It is praiseworthy that you highlight that we don't need laws to tell us to do the right thing, but doing the right thing only makes us more well balanced.

Excellent article.

Excellent, thoughtful and encouraging.

Hello,

To put it briefly, I am embarrassed today to be an alumnus of this university. I have nothing else to add other than I am disappointed in you and anyone else who is supporting this behavior.

Thank you for this messaging, well put.

I appreciate your Friday letters but thank you for taking the time to address this sensitive topic in a time where some of us, or maybe just me, look to our leadership to see if words expressed to me about valuing diversity and inclusion were just performative and superficial.

Have a great weekend!

Well said, Mo!  Thanks for your leadership.

Just because we have a law (and especially an Executive Order) out of Washington does not make it right.  It only makes it the current regime's opinion carry more weight, at least temporarily.  I'm an old white male veteran (and Missouri S&T graduate 1971).  I firmly believe in evolution, and think it is influenced by both genetic forces and environment.  Essentially, people raised in equatorial Africa might have different attributes than those raised in more temperate climates.  That difference is made necessary for best survival under the local conditions.  That being said, black people have always been mistreated ever since we brought them here unwillingly during the time of slavery.  After WW2, Germany made it illegal to commit acts supporting Naziism.  That is probably what should have happened here after the Civil War.  Over my 35 years in industry and my military service, I have worked with and supervised many people from all backgrounds.  This includes Asian, middle easterners, Blacks, whites, and Native Americans.  They all had different perspectives and attributes.  All contribute, although not necessarily in the same way.  The key is to take advantage of each person's attributes.  That being said, Blacks have always been discriminated against in the U.S. (and many other countries).  This discrimination has led to the entire race being suppressed over the years.  The best answer would be to get rid of the bias here in the U.S., but I realize this is impractical.  But Affirmative Action is certainly warranted.  

Thank you so much for the amazing message

Dr. Dehghani,

The United States doesn't need a greater percentage of white, male engineers and scientists. I understand there is probably a lot of money tied up in the situation but sending out an email proclaiming how Missouri S&T bent the knee to Trump and Musk's ani-women (and racist) policies really turns my stomach. I also realize that the state of Missouri is going after organizations who dare to keep DEI in their organization. So you are in a difficult position. But your email is a long, disappointing word salad that doesn't give anyone confidence that women or people of color will be treated fairly at all. 'To ensure compliance we will change some terminologies and approaches' - what does this mean? In the long run, it probably means going back to policies that favored white men. Of all the organizations who needed DEI to help find candidates with broader backgrounds, Missouri S&T would probably on of the top on the list.

Chancellor Dehghani,

Thank you for these encouraging words. Each time I receive an email from you, I find your words engaging and powerful. Today, the same holds true yet even more so. They are uplifting and hopeful in this challenging time. I am overwhelmed with gratitude for your direction and resolve to foster an inclusive and robust learning environment for the students, faculty and the Rolla community. I know my daughter would not be where she is today without your leadership. I hope to have the opportunity one day to personally thank you when she crosses the graduation stage this spring. Truly, you have provided a foundation and opportunity for her mind and life course to flourish to a level beyond my family’s humble dreams for her.

You should not be retiring DEI. Have you seen how much money Target has lost from people boycotting because they bend the knee for the mad king? Costco stood up against this nonsense and their membership has increased significantly.

I’m disappointed that you’ve followed the path of the Oligarchs that want to turn us into an Authoritarian country.

As an alumni civil engineer, I find these messages to be refreshing and welcome during this time of change.

I appreciate the thought, leadership and calming message you're communicating to staff, students and alumni.

Mo,

What happens to DEI-adjacent organizations like SWE, NSBE, SHPE, AAA, Spectrum, and more?  These clubs support so many students on campus! How is the school going to protect us? We should be fought for. This is insanely heartbreaking and WRONG. Some reassurance would be greatly appreciated.

Mo,

I am sure that you were constrained by concerns that speaking out too strongly might jeopardize funding for the campus, but I thank you for taking this step in addressing a concern that many have.  There is even a movement afoot in the federal government to limit what can be taught in our classes about race in the American experience. These are troubling times.

Bravo, though DEI has been retired I am very glad to see that a robust replacement has been devised!

We need to hire the best person instead of discrimination that is how you do it.  Stop being WOKE.

We do not bend the knee to petty, temporary tyrants.

Well done, Mo.

Good morning, Dr. Dehghani,

The retirement DEI does not mean the end of the world. I strongly believe years of teaching and spreading ideas of diversity, people learn to live their life to be more acceptance.  Human are born to be kind to each other.  That was how we grew to learn other religions, beliefs, culture, etc.  It helps us to respect others better.

Thanks for sending this message out, it definitely helps!

Who is or what is DEI?

Thank you for this, Mo. I read it with interest and will share with friends. I am thankful that our … attends a school with your leadership of the vibrant and diverse S&T community. (He is working hard and learning a lot this year and is off to a great start at S&T!)

Looking forward to the next time … and I see you.

To Chancellor Dehghani,

      Hello, I am … and I am a … here at Missouri S&T. I found this week's Friday email particularly interesting with regards to DEI terms and the changing/ removal of some terms. As president of the … Club, inclusivity and community are essential aspects that always need to be optimized. My goal with the club is to use the combined efforts of students at S&T to improve the community. I am curious about how we can maximize inclusivity to increase community service output. I would love to meet you sometime next week and have a short conversation about this, but I understand you are quite busy. If you have any advice, please let me know and I'd love to hear it. If you have time to meet next week, even better!

Good day, Chancellor Dehghani! Very nicely done. You might want to share with leaders at other Universities who may be struggling to address the topic.

Wishing you well.

Sir,

I am thoroughly disgusted with Missouri politics at this point, and as its leadership and now actual laws prescribe against decent and humane actions I further want to be clear about my sentiments. I am still a taxpayer in Missouri by virtue of property ownership. I am an alum of University of Missouri-Rolla, and at the time of its name change to MST, I expressed my disappointment at its choosing to waste the funding necessary to execute a purely cosmetic change that still inaccurately names the university - as it now includes law and humanities departments, if I'm not mistaken. So specifically calling it MST is contradictory to its broadened disciplines of study AND cost thousands of dollars at a time when salaries and funding at Missouri's universities was so low that your faculty ranked among the lowest paid in their respective areas of expertise. SHAME ON MISSOURI for its lack of concern for the poor management of the university system, and SHAME on MST for wasting its money and time changing its name when that money could have been used elsewhere - yes it was a while ago, but it was an indication of a lack of focus of resources. AND shame on Missouri for its racist attitudes about DEI.

Dr Dehghani,

Thank you for this email. Your clear vision on this topic is very refreshing and I am glad you are leading the fine institution where my son will graduate from in May. I hope the feedback you receive supports your vision.

Keep up the great work.

Mo, well written, courageous and inspiring! The important mission of S&T remains unchanged by recent inexplicable happenings. Thank you!

Once again a lot of wisdom!! Keep up the good work!

Mo, this is a terrific essay! The best perspective on DEI I have read. The terminology may be gone but the mission is not. I hope your entire team reads it.

Most eloquently stated, Dr. Dehghani!