|
|
Note that this is a static version of the original
website as hosted on the BYU website in 1998. Tämä
on BYU:n sivustolla ilmestyneen alkuperäisen sivuston päivittämätön
kopio. Pelottavaa tekstiä. |
Welcome to the Homepage of the BYU Chapter
of the American Association of University Professors (AAUP).
|
The American Association of University Professors
works to enhance academic freedom at colleges and universities
across the country.
The BYU Chapter of the AAUP is similarly
dedicated to helping BYU fulfill its promise.
|
- Information on hiring, retention and promotion
issues at BYU
- Information on the Firing of Steven Epperson
- Notes on the BYU Academic Freedom Document
of 1992
- Information on the BYU Visit of the National
AAUP Investigative Team
- Gail Houston; Pertinent Information and
Documents Relevant to Houston's Tenure Denial
- Brian Evenson; Letter of Resignation from
BYU
- Issues Pertinent to the Status of Women
at BYU
- Issues Dealing with the new BYU Ecclesiastical
Endorsement Policy
- Issues of Academic Freedom at BYU
|
1. Problems With Hiring,
Retention And Promotion Issues At BYU |
The BYU AAUP believes important problems exist
in policies and procedures pertinent to hiring, retention
and promotion at BYU. For example, we recently discovered
that the University Administration asked that five third-year
review candidates in the English Department add to their files
all student evaluation summaries, all student comments, all
theses worked on, texts of all speeches, panel discussions,
etc., made at symposia, conferences, and fora dealing with
Mormon issues, and texts of all material published on Mormon
issues.
We contend the requirement to add these materials
to a candidate's file represents substantial departure from
established policy. We are very concerned with these changes,
done without faculty involvement, discussion or even announcement.
In response to these policy changes and to
other issues pertinent to hiring, retention and promotion,
the following correspondence between the BYU AAUP and BYU
administration was initiated. We hope by this correspondence
to initiate a meaningful discussion of the entire third-year
and tenure review process.
|
Letter to President Merrill Bateman; 27
February 1997
February 27, 1997
Dear President Bateman:
This is our first attempt to communicate with
you since our meeting at the end of January at which you emphasized
your "open door policy" and expressed your desire to work
with us in the future.
It has come to our attention that the University
Council on Rank and Status has asked that five third-year
review candidates in the English Department add to their files
all student evaluation summaries, all student comments, all
theses worked on, texts of all speeches, panel discussions,
etc., made at symposia, conferences, and forums dealing with
Mormon issues, and texts of all material published on Mormon
issues.
According to the policies established in the
"University Policy on Faculty Rank and Status: Professorial":
7.4 It is the candidate's responsibility
to develop a file that is professional and complete as defined
in this document. [Emphasis added. There is nothing in the
document or in the "Checklist for . . . Documentation" that
even suggests anything like what is now being required.]
7.5 Candidates should make available in
the departmental office copies of other books, peer-reviewed
articles, other publications or other written materials
which the faculty member has authored, edited, or otherwise
contributed to . . . which are to be considered for evaluation.
[Emphasis added. The document and the "Checklist" require
"a list of all scholarly work (refereed journal articles
and technical publications. . .)," and clearly not copies
of remarks made on panels or non-scholarly writing in Mormon-related
publications.]
7.6 The faculty member should provide a
complete file but use discretion, because the file itself
is an indication of a faculty member's professional maturity.
The faculty member is particularly encouraged to avoid the
inclusion of extraneous or non-substantial evidence, and
to keep the file at a minimum size consistent with a complete,
relevant presentation. [Emphasis added. The newly required
documents fall under "extraneous or non-substantial evidence"
and are not relevant.]
7.7 The department chair should request
student evaluations of faculty teaching for each course
taught. . . . Care should be taken to insure that a representative
sample of students is obtained. [The department chair is
instructed to read these and summarize them, not to provide
all of them to the university.]
The policy clearly does not require "all student
evaluation summaries" or "all student comments." There is
no requirement that student theses be included in the file.
And there is no mention of texts of all speeches and panel
discussions made at symposia, conferences, and forums dealing
with Mormon issues or texts of all material published on Mormon
issues. This is an unannounced, ad hoc requirement that has
not been reviewed by the university community as a whole and
that goes counter to the spirit and letter of university procedures.
The new policy has several serious drawbacks.
It places an unreasonable burden on the candidate to supply
large amounts of material. It will come between students and
their thesis advisors, inhibiting the very inquiry a thesis
is meant to promote. And, as the following historical note
suggests, it provides the administration the opportunity to
construct oversimplified portraits in place of the more informed
and accurate portraits that members of a department construct
through summary of their personal experience with the candidate.
Kent Harrison, of the Department of Physics
and Astronomy, reports that his father, Bertrand F. Harrison,
who taught botany at BYU for 45 years, headed the University
Teaching Committee for several years, at President Wilkinson's
request. Student evaluations of teaching were instituted about
that same time (late 1960's). His father insisted that teaching
evaluations be made available only to the faculty member him/herself
and to the department chair, who had the best information
about a faculty member's individual circumstances.
More distanced readers of a few excerpted
student comments, the argument went, will invariably form
a false picture of a candidate (note the use that was made
of such excerpts from Gail Houston's evaluations).
Because the change is apparently aimed solely
at five faculty members in the English Department, we are
concerned that the university is not following its own wish
to maintain balance and consistency in the rank and tenure
process. We are concerned that such expansive and intrusive
gathering of information will send the message that the rank
and status procedure is not intended to discover the quality
and breadth of the candidates' thinking, but rather an effort
to control the academic pursuits of faculty and to punish.
Does your administration understand what effect
this new request will have on present and potential members
of the BYU community?
What will this mean for the supposed "extra
academic freedom" we enjoy here to speak and do research on
Mormon issues? Will this become the one university in the
country where no one will be willing to risk working on Mormon
topics? In this climate, what faculty member would ever be
willing to speak on any issue that might at some future time
be deemed to be controversial by some future authority?
Finally, while we hold strongly to the opinion
that it is a change of policy and improper to request these
additional materials from the English Department candidates,
in the event that such materials were to be supplied, another
serious problem arises in requesting that candidates comment
on the materials to help put them in context.
Since the University Council has not carefully
specified the reasons for this request, the comments from
the candidates will be made only on the basis of their speculations
about the Council's potential concerns. These comments could
miss the mark and actually raise new questions that the Council
has not contemplated, thus putting a loyal candidate, who
is trying to do the right thing, in the position of inadvertently
creating problems for himself or herself. This is unacceptable
in any respectable system of policies and rules created for
the protection of the faculty as well as the institution.
Having said this, we repeat that it is not acceptable for
the University Faculty Council on Rank and Status to make
any request for documents outside those required by established
procedures, and that such a requirement violates the candidates'
academic freedom.
We ask you to carefully consider the appropriateness
of the request from the Rank and Status committee and direct
them in the proper way to proceed.
Sincerely,
Members of the BYU Chapter of the AAUP
|
Letter to the BYU AAUP from Jim Gordon;
5 March 1997
March 5, 1997
Your letter of February 27 has been referred
to me for response.
The practice of review committees to request
aditional information when they have questions is well established.
Because the English Department and College of Humanities review
committees have asked to see any documents that the University
Faculty Council will use as it considers the files, the candidates
have been requested to include the documents in their files
so that they can be reviewed by the committees at all levels.
I disagree that requesting additional information
violates the candidates' academic freedom. The Faculty Council
is charged with conducting careful reviews, and it is entitled
to review the entire body of a candidate's work if it chooses
to do so. The rank and status policy does not require the
Faculty Council to provide the candidates with a list of concerns.
Rather, the Faculty Council will review the files in light
of the expectations that are set forth in the rank and status
policy and that apply to all faculty.
I hope that the above information is helpful.
Sincerely,
James D. Gordon III
cc Randall Jones, Jay Fox, Thomas Plummer,
Douglas Thayer
|
Letter to President Merrill Bateman; 13
March 1997
13 March 1997
Dear President Bateman:
In response to our letter of February 27
outlining concerns about requirements made of the five English-Department
candidates for third-year review, Jim Gordon (5 March) stated
that in his opinion the University was legally justified in
its actions. He ignored everything we argued about the effects
of this new policy on the academic life and morale of the
university. In what follows, we will comment on Jim's points
and then reiterate what we believe to be compelling reasons
for reconsidering a policy that will, in our opinion, not
be in the best interest of this university.
Jim wrote that "because the English Department
and College of Humanities review committees have asked to
see any documents that the University Faculty Council will
use as it considers the files, the candidates have been requested
to include the documents in their files so that they can be
reviewed by the committees at all levels."
When Tom Plummer (chair of the College of
Humanities advancement committee) and Doug Thayer (chair of
the advancement committee of the English Department) met last
year with the administration, they did not ask that candidates
be required to include any and all documents relating to Mormonism,
all theses directed, all student comments on evaluations.
Does Jim's reply mean that the University has always collected
all that information and has routinely used it for rank and
status decisions, without the knowledge of the candidates
or department or college committees?
"The practice of review committees to request
additional information when they have questions is well established,"
Jim wrote. What are the questions here? Does the University
council have the same questions for all five of these candidates
and do the questions require the same documents? Are these
five candidates, and none of the other candidates for advancement
across the university, under suspicion?
Jim wrote that "the Faculty Council . . .
is entitled to review the entire body of a candidate's work
if it chooses to do so." How does the administration define
"work"? If the faculty member is a physicist and gives a speech
denouncing nuclear testing at the Nevada Test Site, would
you consider that "work"? If a faculty member in Engineering
gave a talk in a sacrament meeting about Jesus and the Pharisees,
would you consider that "work"? If a faculty member in Music
read a paper at the Sunstone symposium on the science fiction
of Orson Scott Card, would you consider that "work"?. There
must be distinctions made between the work BYU faculty members
do professionally and what they do in their private lives.
For a fuller argument of Jim's point that
"the rank and status policy does not require the Faculty Council
to provide the candidates with a list of concerns," see Fred
Gedicks letter of 8 April 1996 in support of Gail Houston
(copy included).
But finally, although these details are interesting
and important, our concerns about the effects of this policy
on the academic climate at BYU lie at the heart of our protest.
We repeat:
The new policy has several serious drawbacks
beyond its departure from established procedures:
It places an unreasonable burden on the candidate
to supply large amounts of material.
It will come between students and their thesis
advisors, inhibiting the very inquiry a thesis is meant to
promote.
It provides the administration the opportunity
to construct oversimplified sketches in place of the more
informed and accurate portraits that members of a department
construct through summary of their personal experience with
the candidate.
Because the change is apparently aimed solely
at five faculty members in the English Department, we are
concerned that the university is not following its own wish
to maintain balance and consistency in the rank and tenure
process.
Such expansive and intrusive gathering of
information will send the message that the rank and status
procedure is not intended to discover the quality and breadth
of the candidates' thinking, but is rather an effort to control
the academic pursuits of faculty and to punish.
This action will have an inhibiting effect
on research on and discussion of Mormon topics.
We assume that you and the members of your
administration are interested in these issues. But your short
response providing "information" belies that assumption.
We remain committed to our belief that BYU
will be a more vital and productive university if decisions
are made in the context of vigorous debate and open processes.
Sincerely,
Members of the BYU Chapter of the AAUP
cc AVP Alan Wilkins, AAVP Jim Gordon
|
Letter from Jim Gordon to the BYU AAUP;
25 March 1997
March 25, 1997
Dear [Members of the BYU Chapter of the AAUP]:
I am responding to your letter of March 13.
Your letter correctly observes that the department
and college committees did not request that the candidates
include additional information in their files. However, the
University Faculty Council on Rank and Status acted within
its jurisdiction when it requested additional information
relevant to the candidates' teaching, scholarship, and citizenship.
Because the department and college committees asked to see
any documents that the Faculty Council will use as it considers
the candidates, the candidates were requested to include the
documents in their files at the beginning of the process so
that the items could be reviewed by the committees at all
levels.
You have asked, "Does Jim's reply mean that
the University has always collected all that information and
has routinely used it for rank and status decisions, without
the knowledge of the candidates or department or college committees?"
The answer is no. If documents are added to a file, the candidate
is given an opportunity to respond.
Incidently, your description of the documents
requested by the Faculty Council is incorrect. I assume that
you have not seen the Faculty Council's request, but are instead
relying to some degree on a generalized description that was
circulated in the English Department.
The Faculty Council's request is narrower
than that description. I understand that the candidates have
been advised of the specific request.
A faculty member's body of work consists
of his [sic] teaching, scholarship, and citizenship as described
in the rank and status policy. The requested documents relate
to activities with students or in public and are relevant
to the standards set forth in the rank and status policy.
While I have a close and longstanding friendship
with Professor Gedicks, I disagree that the rank and status
policy requires the Faculty Council to give candidates a list
of concerns. That issue was addressed last year, and it was
correctly concluded that the rank and status policy does not
require such a list. The standards that apply to a candidate's
teaching, scholarship, and citizenship are clearly set forth
in the rank and status policy.
I would like to respond briefly to the drawbacks
your letter asserts about the Faculty Council's request for
additional information:
- The burden on candidates is not unreasonable
in light of the importance of the rank and status process.
In most cases it merely requires some additional photocopying.
- Review committees are entitled to evaluate
theses and dissertation. Section 3.5.1. of the rank and
status policy provides: "It is incumbent upon the applicant
to provide persuasive documentation, such as the following:
. . . The products of good teaching and mentoring, such
as: . . . honors, masters, or PhD theses supervised . .
. ." The theses and dissertations are relevant, and it is
incumbent upon the candidates to provide them if requested
by a review committee.
- The recommendations at every level will
be more informed, not less, by the additional information.
- Faculty review committees request additional
information when they have questions. The fact that they
have questions about some candidates does not mean that
they are being inconsistent. Review committees have also
requested additional information about candidates in other
departments.
- The request for additional information
is intended only to help in evaluating the candidates' teaching,
scholarship, and citizenship consistent with the standards
set forth in University policy.
- The assertion that the request will inhibit
research on Mormon topics assumes that the Faculty Council
has requested, as your letter asserts, "any and all documents
relating to Mormonism." That assumption is incorrect.
People will disagree about whether the benefits
of the Faculty Council's request exceed the costs. However,
that is not the issue. The issue is whether the administration
should intervene in a faculty peer-review process and prohibit
a faculty review committee from requesting relevant information.
It is ironic that the AAUP, which advocates faculty self-governance,
is insisting that the administration overrule the request
of a faculty committee that is acting within its jurisdiction.
It is also ironic that the local AAUP group advocates "vigorous
debate and open processes," but wants the administration to
deny a request for information that a faculty committee considers
relevant in the review process. Vigorous debate and open processes
are best served by honoring the Faculty Council's request
for additional relevant information.
The practice of review committees to request
additional information is well established. The administration
has consistently honored requests for additional information
by faculty review committees at the department, college, and
university levels. To overrule a faculty committee's legitimate
request for information would be a departure from established
procedures.
Sincerely,
James D. Gordon III
cc Randall L. Jones, C. Jay Fox, Thomas G.
Plummer, Douglas H. Thayer
|
Letter to Jim Gordon; 9 April 1997
James D. Gordon III
Associate Academic Vice President
D-387 ASB
8 April 1997
Dear Jim:
Thank you for your letter of 25 March responding
to our letters of 13 March and 27 February.
You correctly point out that in our first
letter we requested something that seems to go against AAUP
guidelines -- "We ask you to carefully consider the appropriateness
of the request from the Rank and Status committee and direct
them in the proper way to proceed." We added that sentence
to a draft of our letter in a conscious attempt to ease the
tension, to allow the administration to step back gracefully
from a counterproductive and ill-advised policy. We should
not have done so, and we apologize. In the process, however,
you have clearly stated the administration's commitment to
faculty governance, and that is a positive step.
It seems important, nevertheless, to consider
the context in which we asked the administration to request
that a committee adhere to university regulations.
There is essentially no faculty governance
at BYU. The single elected faculty group, the "Faculty Advisory
Council," has only advisory power.
Contrary to AAUP guidelines accepted and
practiced by nearly every university in the United States,
the University Faculty Council on Rank and Status, arguably
the most important committee at this university, is not
elected by faculty, but appointed by the administration.
This Council is not chaired by a faculty
member, but by an administrator.
The Council on Rank and Status has overturned
departmental and college-committee recommendations in every
recent controversial case relating to academic freedom.
The letter requesting that the five English
Department candidates for third-year review provide additional
materials, including presentations made at symposia and
fora relating to Mormonism, was written by you, as chair
of that Council, and sent under your name.
On the basis of our experience with administrative
procedures at least since 1993 (the Konchar-Farr and Knowlton
cases) and on the basis of reports from members of the Faculty
Council on Rank and Status, it is our perception that the
committee did not vote to request that information, but
that it was an administrative decision. (Endnote #1)
Third-year and tenure review has become
a zero-sum game wherein even productive junior faculty members
are in serious jeopardy of losing their jobs. Relations
between the administration and faculty have suffered greatly;
and the Faculty Council for Rank and Status, as it has gone
against departmental and college recommendations on the
basis of its interpretations of candidates' "worthiness,"
bears some of the responsibility for that decline.
A few additional notes:
You argue that we misrepresented the contents
of your letter to the five candidates in the English Department.
While we did not reproduce the exact wording, we correctly
captured its meaning. Would you have preferred that we reproduce
the extensive and telling list of suspect publications and
symposia and fora you mentioned: Sunstone, Dialogue, B.H.
Roberts Society, Mormon Women's Forum, etc.?
You write that "The request for additional
information is intended only to help in evaluating the candidates'
teaching, scholarship, and citizenship consistent with the
standards set forth in University policy"; but in the context
the administration has established with intrusive questions
to and investigation of prospective faculty members (Endnote
#2), and by refusing advancement to faculty members on the
basis of arbitrary, unannounced, and unforeseeable standards,
the request is bound to be seen as simply as an attempt to
find reasons to deny advancement. In a more robust environment,
your note that "vigorous debate and open processes are best
served by . . . [providing] additional relevant information"
would make sense. But in place of vigorous debate and open
processes, we are witnessing concerted (and demoralizing)
actions by our administrators to determine, unilaterally,
which colleagues will join us and who will be required to
leave.
While it is true that the rank and status
document allows that "honors, masters, or Ph.D. theses supervised"
may be (!) included in advancement files as evidence of good
teaching (and we concur that theses can in fact reflect a
faculty member's skill as a mentor), it seems clear that the
current request of these five candidates is not aimed at evaluating
teaching, but rather at finding methodological approaches
(feminist? postmodern?) opposed by administrators, or statements
by the students opposed to someone's definition of Church
doctrine -- evidence that can be used to punish the advisor.
Again, in an environment committed to academic excellence,
our objection would not arise.
In response to our argument about the potential
for misrepresentation through the raw data of student comments
on evaluations as opposed to summaries provided by departmental
committees and chairs, you wrote that "the recommendations
at every level will be more informed, not less, by the additional
information." Republican Senators recently demanded that they
be allowed to see the raw FBI files on a cabinet nominee before
approving him. Because those files include every unsubstantiated
allegation and rumor and therefore contain false and/or irrelevant
information, it was argued that more information was not better
information. That is our argument: the best, most complete,
most accurate picture of a candidate is found in the departmental
summary of a candidate. After all, those with the best information
and with the greatest ability to bring context to a candidate's
strengths and weaknesses are those colleagues closest to the
candidate.
Finally, although we appreciate the time
you spend to respond to us, we are concerned that our exchange
of letters is not particularly productive. This correspondence
has turned out to be a largely private and adversarial process:
you defending the administration's actions and we questioning
them. Unfortunately, there does not seem to be any real give
and take. This is a "debate" over issues that have already
been decided without consultation or apparent deliberation
by the BYU administration, and you are merely providing "information."
As we have stated repeatedly, we are concerned that the university
community at large is not involved in an ongoing and meaningful
discussion of faculty governance and academic freedom at BYU.
We continue to be concerned that those affected by policies
have little say in establishing and implementing them. These
concerns led us to ask the AAUP to send its investigative
team to BYU, and we hope that their eventual report will facilitate
more faculty involvement in decisions here; but aren't there
ways we can work better together as faculty and administration
to decide questions crucial to us all?
What would you think, for example, of a public
discussion of these issues, moderated by an independent, respected
senior faculty member?
Sincerely,
Members of the BYU Chapter of the AAUP
cc President Merrill J. Bateman, AVP Alan
Wilkins
Endnote #1: Last Monday (March 31),
in the English Department faculty meeting with Alan Wilkins
and Merrill Bateman, members of the department raised the
question of the fairness of the additional requests of our
third-year review candidates. During the discussion, Stephen
Tanner, currently a member of the University Council on Rank
and Status, explained his perceptions of the request. He said
that from the discussion in which this list was generated,
he thought the list to be merely advisory and helpful to the
English Department Rank and Status Committee. He said that
Jim Gordon asked the Council, "What sorts of things should
the English Department be looking at so that they examine
all the relevant information about their candidates?" Suggestions
were made by individual members of the Council, several of
whom have only begun their assignment on that body. Stephen
said that the material requested should not have been considered
as an official request of the Council because the Council
did not vote upon and approve the individual items suggested;
they didn't feel they needed to because they were only making
a recommendation, not issuing a mandate. For Jim Gordon then
to interpret that list as a mandate and in his letter to require
the candidates to submit the materials seems to us a misuse
of his authority and a deception of both the University Council
and the English Department. Or, if he did not do this intentionally,
it is a very serious mistake that he ought to be willing to
admit and rectify. Almost the entire faculty of the English
Department was present in this meeting, and we all heard Steve
Tanner explain what he thought. President Bateman seemed to
agree with Steve Tanner and recognize the error because he
instructed Doug Thayer to get back to Jim Gordon about the
matter. President Bateman said, "It is likely this will not
happen again." (As reported by three professors of English
present at the discussion.)
Endnote #2: Reports from interviews
with you indicate that you are disqualifying candidates based
on their answers to questions that feel like they are coming
from the House Committee on Un-Mormon Activities, e.g. What
would you tell a student who said she prayed to a Mother in
Heaven? What would you do if a General Authority asked you
not to publish research you had done? What do you think of
academic freedom at BYU?
|
2. Information on the
Firing of Steven Epperson |
The following article by Scott Abbott of Brigham
Young University will appear in the coming edition of Sunstone.
On Ecclesiastical Endorsement at Brigham
Young University
Scott Abbott
Religion is being destroyed by the Inquisition,
for to see a man burned because he believes he has acted rightly
is painful to people, it exasperates them. William
of Orange
During Gail Houston's August 1996 appeal of
Brigham Young University's decision to deny her tenure, despite
overwhelmingly positive English Department and College Committee
votes, Associate Academic Vice President James Gordon testified
that procedurally the University could not be faulted. Houston
broke into his technical testimony to remind Gordon and the
appeal panel that the hearing was about more than technicalities,
that she was a woman with a family, that she was being forced
from a position at a University where she had served with
dedication, that the decision, in short, was existentially
important to her. Gordon's responded to the panel that in
her outburst she had exhibited the behavior that had lead
to her dismissal: "From the moment she arrived on campus we
have been unable to control her."
On October 22, 1996, Steven Epperson, an
assistant professor of history at BYU since 1993, was told
that his services would no longer be required as of the end
of August 1997. This made him an early casualty of the policy
announced by BYU President Merrill Bateman on February 8,
1996, according to which the bishop "of each Church member
employed at BYU" would be asked to certify annually "whether
the person is currently eligible for a [temple] recommend."
The University clearly has the legal right
to establish regulations like the one demanding that all faculty
must undergo ecclesiastical endorsement; and Epperson's bishop,
for reasons I will enumerate later, would not certify him.
Similarly, James Gordon may have been right when he asserted
the University correctly carried out its own policies in Gail
Houston's case (although the American Association of University
Professors has argued otherwise, and is currently formally
investigating BYU for academic freedom violations). But when
Houston appealed for a wiser, more charitable judgment, when
she asked that Gordon, for the University, look into her face
and discern there more than the features of a feminist who
has supposedly "enervated the moral fiber" of the University,
she showed us a way out of the sanctimonious edifice we have
constructed for ourselves, or have allowed to be constructed.
In this spirit, I would like you to consider
the following portrait of Steven Epperson. My rendering will
not do him justice; but it is fuller and more honest than
the meager sketch passed from his bishop to BYU administrators.
I have known Steven and his family for nearly twenty years.
We have collaborated together. We are friends.
Steven was born in Salt Lake City in 1954.
After high school he enrolled as a student at Brown University.
He served a mission in France from 1974 to 1976. A section
from his poem "Tangled Woods and Parisian Light" (Sunstone,
April 1991) evokes an experience from that time, contrasting
the quiet message of two missionaries with a riot taking place
nearby:
. . .
A boy clung to his father's leg
Eyes on the street wide and wincing,
The man cradled his son's head listening
While the other pair spoke in low voices,
Searching for words in an alien tongue.
A dog was strung up on a lamp post,
A placard hung round its attenuated neck,
Its hanging tongue the same deep crimson
As the shrill apocalyptic text
Which it bore upon its broken chest.
The two bent nearer the father and the son
As if to shield them from the proximate menace,
Continuing the tale of a youth
And the questions he bore into a tangled wood.
The seried ranks of acolytes bore the epicenter of the quake away
Leaving clustered knots of onlookers among the rubble
To register the aftershocks, the emptied vials of wrath --
The simplicity of the shouted syllogisms
The utter directness of the violence
The thrill of the extraordinary gesture.
The tale neared its end:
"The woods shone.
The boy returned through the fields,
A live ember of divine words in his hand.
And thus his story began."
Steven was graduated from Brown in religious
studies in 1979. He married Diana Girsdansky, whom he had
met in the Providence Ward. After he had earned an M.A. from
the University of Chicago Divinity School, Steven moved with
Diana and their children to Princeton, New Jersey, where they
spent a year before beginning a Ph.D. program in religious
studies at Temple University in Philadelphia. I still remember
the first priesthood meeting I sat through with the young
man whose earnest voice and careful thinking made us all look
forward to the year he would spend as a member of the Princeton
Ward. At Temple, Steven studied with Paul van Buren, now director
of the Center of Ethics and Religious Pluralism at the Shalom
Institute in Jerusalem, and worked with Mormon historian Richard
Bushman, then at the University of Delaware. For a personal
description of Steven's years at Temple, see "House of the
Temple, House of the Lord: A View from Philadelphia" (Dialogue,
Fall 1987).
After graduation, the Eppersons moved to
Salt Lake City, where Steven became history curator at the
Museum of Church History and Art. He helped develop the permanent
exhibition of Church history now displayed on the museum's
main floor and curated various exhibitions on Church history
and art, including "The Mountain of the House of the Lord,"
an exhibit commemorating the centennial of the Salt Lake Temple.
In 1993 Steven began teaching as an assistant professor in
BYU's history department.
When BYU's new policy required Steven's Bishop,
Andrew Clark, to certify his temple worthiness, Clark refused,
on the grounds that Steven was not attending Sunday school
or priesthood meeting, nor was he currently paying tithing.
Some background on both counts will be helpful.
Although he was still paying fast offerings,
Steven was in fact paying no tithing at the time. Diana was
starting up the Children's Music Conservatory, a public, non-profit,
and initially expensive undertaking, and their best estimate
was that after the Music Conservatory's summer camp in June
it would begin to break even and they would be repaid the
money they had paid out.
Hannah, the Epperson's daughter, and Diana
were not attending church, the family was going off in different
directions, Steven reports, and there was some tension and
disagreement. Uncomfortable with that state of affairs, they
followed Hannah's advice and sought a Sunday activity they
could do together as a family. Eventually they began going
to Pioneer Park to join other Salt Lake residents in feeding
the homeless. This was a deliberate and thoughtful attempt
to keep the family together and focused on Sunday-related
issues and services. Between November 1995 and April 1996,
Steven raced back from Pioneer Park to attend sacrament meeting
in his ward.
On May fifth, several months after Bishop
Clark's initial refusal to certify Steven temple worthy and
after Steven had been contacted by James Gordon, Steven met
with Clark. He offered, despite the family problems it would
cause, to attend priesthood and Sunday school in a neighboring
ward, and explained he would pay tithing again after the Conservatory's
summer camp. On the same day, in an incident that felt, in
the context of the attempt to come to terms, like a slap in
the face, Clark refused to approve Nick, the Epperson's youngest
son, for ordination to the priesthood -- because he would
not promise to attend all of his meetings. Nick said he would
be with his family half of the month and attend meetings the
other half; but this wasn't good enough for Clark.
On May 10, Steven had a follow-up telephone
conversation with Clark, who told him that July-September
was an insufficient period to judge whether he was a sincere
tithe payer, and that no other church meetings would fill
the requirement. Steven was a member of the 18th Ward. Period.
Clark lectured Steven on principles of "priesthood leadership,"
explaining that Steven should lead and expect his family to
follow as he "laid out the program." (Later in the month,
Steven met with Stake President Wood in a desparate attempt
to plead Nick's case. Wood listened while Steven explained
that it felt to him that Clark was punishing Nick for Steven's
choices, but finally said he would have to work out the matter
with Clark.)
All Steven could hope for at this point was
that the BYU administration would try to understand that his
predicament was the result of the inflexibility of his local
leaders, and perhaps intervene. On May 17, Steven met with
Gordon and told him that Clark had rebuffed his good faith
effort to begin paying tithing at the end of June and to attend
priesthood and Sunday school in another ward. He asked Gordon
to speak with his bishop to try to achieve a compromise. Gordon
said he could do nothing.
Finally, in mid-October, Gordon asked Steven
if he could speak with his bishop. Steven agreed, asking only
that Gordon give him a full report of what Clark said, so
that he could verify the information. Gordon agreed. On October
22, Steven was summoned to Gordon's office, to discuss, Steven
thought, what the bishop had said. Gordon gave a short report
of his conversation with Clark. Steven responded. The letter
of dismissal, which Gordon subsequently handed to Steven,
was lying on the desk while they spoke. The administration
had decided, the letter said, to terminate Steven's contract
as of August 1997.
When Gordon later explained, in a Deseret
News article about Steven's dismissal (23 January 1997), that
the person involved "can give us permission to speak with
the bishop, and we will work with people if they are making
a good faith effort," it did not match the process Steven
had experienced, for Gordon had refused to speak with the
bishop to work things out and denied Steven's good faith effort
in the face of absolute inflexibility.
I tell this story not to argue that Steven
was doing something better than going to church, nor to argue
that his stubbornness in the face of what he saw as un-Christian
inflexibility was the most politic choice, but rather to point
out that routine church activity (as opposed to deeply held
values) may be subject to circumstances. What is possible
one year becomes more complicated the next; sometimes family
dynamics require innovative strategies. A religious community
that governs itself according to the spirit of its laws and
basic principles, such as the sanctity of marriage, the primacy
of the family, self reliance, etc., should be flexible enough
to include a variety of non-destructive behaviors. A formalistic,
impatient, over-pious community may break its less-orthodox
members on the wheel of ephemeral policy. Do thirty years
of devotion, tithe paying, a mission, temple marriage, and
church work mean nothing in the face of a year of well-meant
but slightly altered church activity?
Where does this kind of insistence on the
letter of administrative procedure get us? Will more people
comply with its demands than before the new policy? And more
to the point, will BYU faculty and staff now be more spiritual?
Or do others respond to coercion the way I do? My nature is
to do well the things I choose and to despise and evade what
I am forced to do. Or, if I decide to knuckle under even while
disagreeing with the requirement, I experience a diminished
sense of dignity. Emphasizing the letter over the spirit shifts
a people's sense of morality from heartfelt individual commitment
to superficial observance of outward requirements. And the
arbitrariness of the policy is staggering; in contrast to
Steven's case, one Tooele County bishop has called a ward
member who finds church attendance distasteful to serve breakfast
to the homeless in Salt Lake City.
Steven Epperson stands for others who are
currently under investigation by the BYU administration (on
December 13, 1996, Merrill Bateman told BYU Humanities faculty
that these number approximately 100) and who, too, may be
asked to leave, one by one, in the coming months. By insisting
on the letter of its new policy, by weeding out members of
the staff and faculty who cannot satisfy individual bishops'
personal interpretations of the standard of temple worthiness,
no matter how idiosyncratic, what does the University lose?
In Steven, it loses one of the fine apologists
for our religion. As an invited speaker at conferences in
Jerusalem, Baltimore, the former Soviet Union, and elsewhere,
Steven has argued our case eloquently. Thinking people in
many parts of the globe hold us in higher esteem as a people
because he confesses our creed. Jacob Neusner, distinguished
research professor of religious studies at the University
of South Florida, begins his review of Steven's book Mormons
and Jews: Early Mormon Theologies of Israel (Signature Books,
1992) with the words "Brilliantly conceived and elegantly
executed," and then writes of "the doctrines Epperson lays
out with the authority of scholarship and the passion of faith.
He writes with craft and care; he speaks with humility; in
the framework of his subject and his sources, he has given
us a small masterpiece" (Sunstone, December 1994, 71-73).
And he continues with an anecdote that illustrates the service
Epperson has performed for the Church:
A personal word may prove illuminating. The
first time I lectured at Brigham Young University, my topic,
Pharisaism in the first century, spelled out in four academic
lectures, interested only a few. The question periods after
each lecture provided an exercise in practical missiology
for young Mormons. I was the designated candidate, they, the
aggressive proselytizers, and the protracted question periods,
for four successive days, concerned only, what does a Jew
say to this argument? And how can we devise a compelling answer
to that negative response? In the end I wondered why my hosts
had gone to so much trouble to bring me to undergo so sustained
and demeaning a public roast. I left with the impression that
all the Mormons wanted to know about the Jews was why we were
not Mormons. When the Mormons sought permission to build their
center in Jerusalem, I therefore took note, in the Jerusalem
Post, that they have written a long record of persistent missions
to Israel, the Jewish people, marked by an utter absence or
regard for our religion, the Torah.
But God does not leave us standing still.
People change, and God changes us. So I hasten to add that
subsequent visits to Provo have proved far more productive.
. . . Epperson's definitive work, both the historical and
the theological chapters, lays sturdy foundations for the
construction of a two-way street, one that both religious
communities, each a pilgrim people, stubborn in its faith,
eternal in its quest to serve and love God with and through
intelligence (which is God's glory), may share as they trek
toward that common goal that Israelite prophecy has defined
for us all. (73)
Along with Steven's skill as apologist, we
lose a talent for thinking creatively about our own beliefs
and institutions. Consider, for example, the following depiction
of the temple and its possibilities:
The temple is a paradox, an earthly home
for a transcendent God. It cannot house his glory, yet he
bids his children raise its walls, adorn its chambers, weave
its veil. For he chooses just this place and not celestial
spheres to disclose and veil his presence among the children
of Israel. Signs of fellowship and wisdom, signs of sovereignty
and orientation hewn upon the temple's sheer face betoken
the knowledge and endowment bestowed within. Mortal hands
and eyes are led by ones immortal to frame the fearful symmetry
of his form, his house, his kingdom here on earth. We cannot
place the crown upon his kingdom -- cannot bind all wounds,
sate all hunger, pacify all violence, wipe away all tears.
Yet he bids, he demands a realm of equity and justice, now,
from our flawed hearts and feeble hands.
The House of the Lord is the matrix for the
kingdom of God on earth. The temple transmutes city and wilderness:
it pursues neither Eden, nor the heavenly Jerusalem. It sanctions
neither a naive return to a romanticized past, nor the negation
of the sensuous present, the real, for an abstract future.
Rather, by a mysterious alchemy conjured through the conjunction
of words from an improbable rite, it would bridge the rift
between parents and children, the whole estranged family of
Adam and Eve, and it would establish Enoch's city here, in
this world, through unnumbered acts of charity and justice.
(Dialogue, Fall 1987, p. 140.)
We lose, in addition, a fine critical eye.
Steven recently published, for example, at the invitation
of the editor of BYU Studies, a review essay of Robert Millett's
and Joseph McConkie's Our Destiny: The Call and Election of
the House of Israel (SLC: Bookcraft, 1993), a review that
will help us, if we listen, move beyond morally ambiguous
patterns of accepted thought. Steven points out, for instance,
that
. . . . the authors contend that since "literal
blood descent" from Abraham delivers "the right to the gospel,
the priesthood, and the glories of eternal life," "rights"
by blood descent are crucial for the exercise of legitimate
authority to establish and maintain the Church. They claim
that such authority is rooted securely, since the church's
early leaders "were all of one stock," sharing with Joseph
Smith a "pure . . . blood strain from Ephraim"; they are "pure-blooded
Israelite[s]." This teaching, they assert, is to be taken
literally; it is "neither myth nor metaphor." ("Some Problems
with Supersessionism in Mormon Thought," BYU Studies V. 34,
No. 4, 1994-1995, 132)
He then demonstrates that such assertions
of pure blood lines are biological nonsense and points out
that when the authors cite William J. Cameron as an authority
and a "wise man," they are associating themselves with the
thought and person of the editor of Henry Ford's Dearborn
Independent, a virulently anti-Semitic weekly, with a man
who was subsequently the editor of Destiny, the publication
of the anti-Semitic Anglo-Saxon Federation of America. Cameron
maintained, Epperson writes, "that Jesus `was not a Jew. And
the Jews, as we know them, are not the true sons of Israel.
It was the Anglo-Saxons who descended from the ten lost tribes
of Israel'" (133). The review ends with a question: "Is it
possible that, just when the LDS community is emerging from
ethnic, linguistic, and geographical parochialism to become
a world-wide religion, that Our Destiny would unwittingly
turn us back?" Millett and McConkie had the opportunity to
defend themselves, so this was no one-sided polemic. (And
in fact, Steven received a letter from Salt Lake lawyer Oscar
McConkie threatening legal action for having supposedly called
Joseph McConkie racist.) Rather it was the kind of activity
you hope university professors will engage in; for in the
give and take of discussion ideas are sharpened and deepened
and revealed for what they are.
Epperson was hired at BYU, in part, because
of the quality of his book Mormons and Jews, which won the
Mormon History Association's 1993 Francis Chipman Award for
Best First Book and, in an earlier form, the MHA's William
Grover and Winifred Foster Reese Best Dissertation Award.
In the Fall of 1995, Steven underwent a routine third-year
review in which departmental, college, and university committees
judged whether he was making the progress in citizenship,
teaching, and scholarship required of an assistant professor.
During the process, the orthodoxy and quality of Mormons and
Jews became the crucial questions in evaluating Steven as
a professor, even though the book had been disallowed for
consideration as productive scholarship during Steven's three
trial years because it had been published prior to his arrival
at BYU. Academic Vice President Alan Wilkins, after an hour-long
discussion of the book's orthodoxy with Steven, asked "What
would you do if the General Authorities asked you to suppress
this, not to teach it, to recant? If they declared that this
work wasn't doctrinally sound?" Steven replied that "that
is their prerogative; they determine what is doctrinal for
the Church. That's not what I do. I don't claim or teach this
as doctrine. But I have done a professional job of recovering
and re-presenting to readers what is in the historical record."
In late September 1996, nearly half a year
after the results of other third-year reviews were announced,
James Gordon asked Steven if he could send copies of the book
to two outside reviewers for evaluation, and Steven agreed.
Two weeks later, however, the evaluation was cut short with
the letter announcing that Steven's bishop would not judge
him temple worthy. Because of the six-month delay, Steven
lost crucial time in the search for another academic position.
Steven Epperson's case is serious enough
if it stands alone. But there are professors and staff members
in every department of the University whose lives are under
scrutiny at the moment, whose years of devoted and skillful
service are being discounted under the new ecclesiastical
endorsement policy. And if, for various reasons -- perhaps
feeling themselves victims of unrighteous dominion, out of
pride, from sheer obstinacy -- they refuse to comply to whatever
their particular bishop requires, however arbitrarily, we
lose their services. I am not arguing for leniency for rapists
and thieves and plagiarists. BYU has routinely fired staff,
faculty, and administrators caught in acts of moral turpitude.
No matter what their skills, a morally solvent institution
cannot afford to have such people around.
That is not, however, what is at stake here.
The question is why the behaviors that we require of all members
of our community, the laws by which we judge one another good
or bad, must proliferate as they have. Why must we raise peccadillos
to mortal sins? We would all agree that an absolute requirement
against murder is in all our best interests and that it is
appropriate to force one another not to murder. The consequences
of a murder so far outweigh any benefits of free agency that
we simply outlaw it.
But what about the cases of occasional church
attendance or sporadic tithe paying? There are obvious spiritual
benefits to paying tithing, to take the latter example; and
a Church university all of whose faculty and staff pay tithing
may be an especially fine place. The sweetness of that utopia
diminishes, however, when compliance is forced. As opposed
to a case of murder, the claims of free agency weigh heavy
here.
No, one may argue, we are firing people who
don't pay tithing or go to church so that we may employ only
people who want to do so. And our new interviewing and screening
procedures are aimed at ensuring such voluntary compliance;
we are justified in our current practice of turning away for
positions candidates who have current temple recommends but
who, for some reason, have gone without a recommend previously.
My answer is that you simply cannot ensure voluntary compliance.
You can't even ensure involuntary compliance for that matter,
for there are some bishops who refuse to play this spiritually
destructive game. But "ensure" and "voluntary" don't belong
in the same sentence. Remember the old joke about free agency
and how to enforce it? You can kick out some of the students
who wear shorts above the knee and thus force most of the
others to wear longer shorts. You can fire faculty members
who, for whatever reasons, don't go to church enough to satisfy
their bishop and thus put the fear of ecclesiastical non-endorsement
into their colleagues. But why would you want to do that?
Trust, President Hinkley reminded members of the BYU community
on 13 October 1992, comes from the top down.
So, to review my argument: 1. If forced compliance
to proliferating policies has little spiritual benefit to
the individual or to the university; and 2. if the principle
of free agency (over which the war in Heaven was fought) is
of extreme importance both to individuals and to the university;
then 3. in all cases of transgression except those so egregious
that we would all see them as unacceptable, the transgressor
might receive charitable counsel but ought never to be coerced
to be "good" (by expulsion from school, if a student, or by
firing from a job, if staff or faculty). "Teach them correct
principles, and let them govern themselves," said our founding
Prophet. Do we not believe him? And why do we ignore the clear
words of Jesus Christ? "Ye blind guides, which strain at a
gnat, and swallow a camel" (Matt. 23:24).
Scott Abbott
Sunstone, February 1997
APPENDIX
LETTER FROM STEVEN EPPERSON TO HIS COLLEAGUES
My dear colleagues:
I have been informed by University administrators
that my contract will not be renewed after its expiration
in August, 1997. The immediate cause cited for that decision
is my failure to obtain, over a reasonable period, the letter
of ecclesiastical endorsement which we all must now secure
annually in order to remain employed at BYU. It is, I believe,
an unfortunate decision. But I will not appeal it or seek
to have it set aside. Six months of interviews have served
only to disclose how differently my bishop and I perceive
my stewardship as husband, father, and priesthood holder.
Six months of meetings have only disclosed how willing University
administrators are to grant local ecclesiastical leaders inordinate
power to determine who works and who does not work for this
institution. I cannot imagine, as a condition for employment,
submitting annually to the intrusive scrutiny of my private
family life mandated by this ill-conceived policy.
It is very important to me, no matter what
disagreements there may be between us on this policy issue,
that all of you understand how appreciative I am of the confidence
and fellowship you extended to me three and a half years ago
when you voted to welcome me as a member of this department.
I have never taken that trust lightly; I treasure it to this
day. I hope only that you will not feel that your good will
was mis-placed. When I signed my letter of appointment in
1993, I had every expectation that my stay at BYU would be
an enduring and productive one. I am sorry and disappointed,
keenly disappointed, that my stay here will be so brief.
I sincerely wish all of you the very best
of success in your research, teaching, and service here. We
have a marvelous body of students-intelligent, well-meaninged,
curious and decent-who need excellent teachers/scholars/saints
to assist in their pursuit of knowledge and wisdom. May we
be equal to them.
The contract I signed in July is good for
the academic year 1996-97. I look forward to our continued
professional and personal associations through this year and
beyond.
Sincerely,
Steven Epperson
Department of History
|
3. Notes on BYU's 1992 Academic Freedom
Statment and Related Policies.
|
Drafted by B. W. Jorgensen, Associate Professor
of English
BYU Chapter, AAUP, January 1997.
- The Statement appeals to the 1940 AAUP
Statement on Academic Freedom and Tenure, yet seems to ignore
the AAUP's 1970 "Interpretive Comments," especially comment
3: "Most church-related institutions no longer need or desire
the departure from the principle of academic freedom implied
in the 1940 Statement, and we do not now endorse such a
departure."
- BYU's statement is "grounded on a distinction,
often blurred but vital and historically based, between
individual and institutional academic freedom," and attempts
to balance the sometimes conflicting claims of these two
freedoms.
- The Statement grounds individual academic
freedom on the LDS scriptural principle of "individual agency"
or "moral agency," concluding that "neither testimony, nor
righteousness, nor genuine understanding is possible unless
it is freely discovered and voluntarily embraced." Elsewhere
the Statement reminds us that "There is no such thing as
risk-free genuine education, just as according to LDS theology
there is no risk-free earthly experience." Individual academic
freedom is defined as a faculty member's right "'to teach
and research without interference,' to ask hard questions,
to subject answers to rigorous examination, and to engage
in scholarship and creative work," and includes "the traditional
right to publish or present the results of original research
in the reputable scholarly literature and professional conferences
of one's academic discipline." The Statement declares BYU's
aspiration "to be a host for th[e] integrated search for
truth by offering a unique enclave of inquiry, where teachers
and students may seek learning 'even by study and also by
faith.'" Citing prophetic and scriptural texts, the "scope
of integration" is given as "in principle, as wide as truth
itself," since "the gospel . . . affirms the full range
of human modes of knowing." And in "summary" the Statement
declares that "BYU students and their parents are entitled
to expect an educational experience that reflects this aspiration."
- Nearly twice as long, the discussion of
"institutional academic freedom" includes some fourteen
footnotes citing recent analyses of academic freedom in
religious institutions, and especially a number of articles
on the "death" or "decline" of "religious higher education."
The sponsors and writers of the Statement seem more anxious
to define and defend "institutional academic freedom" than
"individual academic freedom," perhaps because they felt
the former was insufficiently understood.
- The "definition" of this freedom in BYU's
case is that "BYU claims the right to maintain [its] identity
by the appropriate exercise of its institutional academic
freedom," which is "the privilege of universities to pursue
their distinctive missions" or to "guarantee institutional
autonomy." BYU's "identity" consists in its being "wholly
owned by the Church," its mainly LDS faculty and student
body, its Honor Code, and the contract stipulation that
LDS faculty are "expected . . . to 'live lives of loyalty
to the restored gospel.'" The Statement acknowledges that
"It is not expected that the faculty will agree on every
point of doctrine, much less on the issues in the academic
disciplines that divide faculties in any unversity," and
cautions that "It is expected . . . that a spirit of Christian
charity and common faith in the gospel will unite even those
with wide differences and that questions will be raised
in ways that seek to strengthen rather than undermine faith."
- The discussion of "institutional academic
freedom" stresses the institution's right to preserve its
identity and pursue its mission (without outside interference);
yet the main challenge to BYU's institutional academic freedom
seems to be its faculty. Thus the Statment argues that "absolute
individual [academic] freedom would place the individual
faculty member effectively in charge of defining institutional
purpose, thereby infringing on prerogatives that traditionally
belong to boards, administrations, and faculty councils."
But how "would" faculty ever "defin[e] institutional purpose,"
except as faculty always do, via syllabi, assignments, tests,
texts, lectures, discussions, and critiques of students'
work? How could faculty be limited in this normal influence
on institutional purpose, unless boards and administrators
performed faculty duties?
- Clearly one primary area of concern is
"disagreement [on] Church doctrine, on which BYU's Board
of Trustees claims the right to convey prophetic counsel."
Apparently a faculty member might, by somehow opposing or
violating "doctrine," commit an "arrogation of authority"
and "defin[e] institutional purpose" in a way contrary to
what the Board desires. It appears that institutional purpose
includes the inculcation of orthodox belief by preventing
faculty from disagreeing with the Board on "doctrine" and
by reserving to the Board the prerogative of defining what
"doctrine" shall include. It would be helpful for the Statement
to indicate more fully and precisely what is considered
"Church doctrine." Different aspects of "doctrine" would
likely pertain to different disciplines; and faculty may
be unaware of which statements or positions that pertain
to their fields are considered "Church doctrine."
- The Statement declares that there cannot
be "unlimited institutional academic freedom," yet effectively
makes that freedom unlimited in the (undefined) area of
"Church doctrine," which includes matters of the deepest
personal, communal, and cultural consequence, and in which,
if anywhere, individuals should most "freely discover and
voluntarily embrace" truth.
- The Statement's "reasonable limitations,"
applying "when the behavior or expression seriously and
adversely affects the university mission or the Church,"
reinforce this sense of unlimited institutional freedom.
After its first sentence, this section of the Statement
applies "limitation" only to individual academic freedom.
It gives three "Examples" of "expression with students or
in public." First, expression which "contradicts or opposes,
rather than analyzes or discusses, fundamental Church doctrine
or policy": this notably qualifies "doctrine" with "fundamental,"
yet without clarifying what that term means; it noticeably
avoids the word "criticise" or any phrase like "ask hard
questions," and faculty may wonder where the line will be
drawn between "analyze" and "contradict." Second, expression
which "deliberately attacks or derides the Church or its
general leaders": it is not clear whether this makes the
words or ideas of general Church leaders immune from critical
discussion, even when those words or ideas are not (or seem
not to be) about "fundamental . . . doctrine or policy."
The third "example," expression that "violates the Honor
Code because [it] is dishonest, illegal, unchaste, profane,
or unduly disrespectful of others," offers no criteria for
determining when expression falls within at least some of
these categories. Without more precise guidelines, or much
open discussion, faculty may feel themselves vulnerable
to the "determination of harm," despite their most scrupulous
efforts to avoid it. The institution's freedom to determine
harm by such general and undefined categories as the Statement
offers, seems unlimited or absolute.
- The policy declares individual academic
freedom to be "presumptive," institutional intervention
"exceptional," yet it effectively makes the latter absolute
in the clause which reserves "ultimate responsibility to
determine harm" to the administration and Board of Trustees,
without indicating any criteria for determining harm, or
any obligation on the administration or Board to demonstrate
that harm has been done. There are no visible safeguards
in the policy against a single member of the Board "determining
harm" and threatening a faculty member's position.
- University Policy on Faculty Rank and Status
requires University officials to "spell out in detail" the
"terms and conditions" of all "offers" of faculty positions
and "not to make or imply any oral commitments regarding
employment, rank, salary, or work conditions" (2.9). Assuming
"work conditions" to include any and all constraints on
faculty activity, does not this policy oblige the University
to spell out rather fully, in advance and in writing, those
areas or kinds of research, creative work, and teaching
which it does regard as "adverse" to the interests of the
church and the university?
- The policy and procedures for handling
complaints against faculty which are sent to General Authorities
are internally incoherent and serve to perpetuate the very
practices which they ostensibly discourage. That is, if
this sort of "offense" is to be dealt with at the lowest
possible level, it does not make sense to involve all the
intervening levels, from General Authority to Commissioner
to President to Dean to Chair, by sending the complaints
down through those channels. With anonymous letters (which
history shows to be often vicious), the policy guarantees
that the whole weight of the Church and university hierarchy
will be brought to bear on the target of the attack, while
preserving the anonymity of the accuser.
B[ruce]. W. Jorgensen
3183 JKHB
English Department
Brigham Young University
Provo, UT 84602-6280
Telephone: (801) 378-3205
|
4. Information on the
BYU Visit of the National AAUP Investigative Team |
January 29, 1997
Report On The BYU Campus Visit By The National
AAUP Investigative Committee
At the request of BYU's chapter of the American
Association of University Professors (AAUP), a panel of investigators
appointed by the national AAUP came to the BYU campus this past
week to examine issues of academic freedom at BYU. The panel
spent Thursday January 23 through Saturday January 25 in Provo.
Long-time AAUP members and officers, Linda
Pratt, Chair of the English Department at the University of
Nebraska and Bill Heywood, Emeritus Professor of History at
Cornell College met with more than 120 people while on campus.
The investigative committee heard from a
wide range of BYU staff including administrators President
Merrill Bateman, Alan Wilkins, Jim Gordon, and John Tanner;
Professor Gail Houston; the authors of BYU's Statement on
Academic Freedom; the present and past chairs of the Faculty
Women's Association; approximately thirty-five faculty members
and students who responded to the invitation for public discussion;
Professor Houston's appeal panel; the 1995-1996 University
Faculty Council on Rank and Status; administrators from the
College of Humanities; and panels organized by the BYU AAUP
Chapter working with the BYU administration dealing with Women
and Academic Freedom, Hiring, Retention, Advancement, and
Censorship.
The BYU AAUP chapter attempted to ensure
that the national committee heard from all sides of the academic
freedom issue at BYU. We scheduled every faculty and staff
person and student who voiced interest by Wednesday afternoon
for discussion with the committee. Beyond that, several late-comers
were able to speak as well.
Representatives of our chapter also invited
the BYU administration to provide us with a list of persons
they wanted to talk with the committee. To the best of our
knowledge, the investigative committee heard from every person
on the administration's list. The meetings were professional
and cordial as the committee gathered pertinent information.
Many who testified felt they were doing so
at some risk to themselves, but felt it was important they
be heard. A wide variety of opinion was expressed, and many
individual stories were told. If any members of the BYU community
have continuing interest in the process, they are invited
to submit written comments to the AAUP investigative committee.
We have been asked repeatedly about what
happens next. The national committee, which listened to involved
parties and collected written documents, will now prepare
a report on academic freedom at BYU. This report will be submitted
to BYU officials for comment.
If the report suggests problems with academic
freedom issues at BYU, we envision several possible outcomes.
For example, the BYU administration and faculty could further
refine the academic freedom document; instigate a program
to clarify and make adjustments to the grievance process;
further refine policies and procedures; etc.
In the event serious problems with academic
freedom are found and our administration is unable to work
out such problems with the AAUP, the possibility exists of
a formal censure. We sincerely hope that this does not happen,
for it would put us in the company of such academically peripheral
institutions as Southwestern Adventist College (Texas), Southern
Nazarene University (Oklahoma), Southeastern Baptist Theological
Seminary (North Carolina), University of Bridgeport, Stevens
Institute of Technology (New Jersey), and Garland County Community
College (Arkansas).
Good institutions are censured by the AAUP
from time to time for single incidents (USC and NYU are currently
on the list). Historically such universities work quickly
and intensely to have the censure lifted, for the academic
reputation and prestige of a college or university is at stake.
BYU is a fine university that over the years
has developed a reputation for academic excellence in the
context of religious faith. Members of our local AAUP chapter
have been proud to make contributions to that reputation.
We believe that our actions at this time continue to serve
students and faculty at BYU, as well as the Church at large.
Our opposition to current academic freedom policies, in short,
is a loyal opposition. We will be a better university if we
operate within a context of respect for and trust of multiple
points of view.
Our BYU chapter has no disagreement with
the proposition that a religious university should have the
opportunity to suggest certain limitations to academic freedom.
Our belief, however, is that such limitations must be narrow,
well defined and clearly communicated. Furthermore, the limitations
must be understood from the outset of employment. We do not
feel these conditions have been met recently at BYU.
Finally, our local chapter wants to thank
the BYU administration and individual professors and students
who made the recent visit of the national AAUP investigative
committee successful.
Contact persons (Members of the Board of
Directors of the BYU Chapter of the AAUP):
Scott Abbott; 378-3207
Bill Evenson; 378-6078
Susan Howe 378-2363
Duane Jeffery 378-2155
Sam Rushforth; 378-2438
Brandie Siegfried 378- 8106
|
5. Gail Houston; Pertinent
Information and Documents Relevant to Houston's Tenure Denial |
The BYU Chapter of the AAUP and the National
AAUP is seeking more information concerning Gail Turley Houston's
Tenure Denial at Brigham Young University. The following documents
are pertinent to this investigation. [Gail näyttää
nykyään olevan New Mexicon yliopiston palveluksessa.
suom.huom. 2000-11]
|
A Letter from the National AAUP to Gail Houston,
August 15, 1996 Discussing Houston's Firing
|
August 15, 1996
Professor Gail Turley Houston
105l Fir Avenue
Provo, Utah 84604
Dear Professor Houston:
We have examined the abundant written material
that you and our AAUP chapter have shared with us regarding
the decision not to grant you continuing faculty status at
Brigham Young University. Our paramount interest in this kind
of situation, as I am sure you know, relates to academic freedom,
both the impact on your own academic freedom and the climate
for academic freedom at the institution on whose faculty you
have served. Our reading has left us with a very deep sense
of concern, much of it already enunciated in the communications
that the AAUP chapter submitted to President Bateman on June
27. Noting that a hearing on your appeal against the decision
of the President and the Provost is still to occur but is
scheduled for the immediate future, we think it appropriate
to await the result of that hearing before, assuming the decision
stands, conveying our concern directly to the chief administrative
officers and inviting their response. Meanwhile, I want to
provide you and our chapter officers with a preliminary assessment
of the very troublesome issues of academic freedom that your
case poses to us. I shall refer, not in any order of relative
importance, to four such issues.
First, the available evidence strongly suggests
that the university administration, while allowing the offering
of courses dealing with feminism and postmodernism, and while
engaging faculty members such as yourself who specialize in
these areas, determined tnat your services should be terminated
not because of any significant deficiency in your widely praised
academic performance but because some few found your handling
of the subject matter offensive to the teachings or traditions
of the university's sponsoring church regarding the role of
women in society.
Second, following positive recommendations
based on your academic record on your candidacy for continuing
status from your department and your college committees and
administrators, the University Faculty Council on Rank and
Status evidently rejected your candidacy on grounds of "citizenship,"
focusing on questions about your religious beliefs and orthodoxy
that most would see as private and personal and simply not
the business of persons charged with evaluating academic performance.
This seems to us an especially troublesome concern for academic
freedom in the case of someone, like yourself, who has reportedly
been judged temple worthy and otherwlse in good standing by
your responsible ecclesiastical superiors in your church.
Third, with respect to the 1940 Statement
of Principles on Academic freedom and Tenure and its premise
that there can be limitations on academic freedom and tenure
because of the institution's religious aims provided that
the limits are set forth in writing, the authors of that document--university
professors and university presidents--emphasized at the outset
that any stated limitations must be narrowly crafted and precise.
The limitations discussed in the Brigham Young University
statement on academic freedom strike us as very far from precise,
and we do not see them as notifying you adequately of parameters
on your academic freedom in the areas or incidents in which
shortcomings by you were subsequently alleged.
Fourth, there seem, after all, to have been
a total of three incidents during your years on the faculty
in which you said or did something publicly that later was
cited as ground for concern about your "citizenship" in assessing
your fitness for continuance on the faculty: what you wrote
for Student Review. your Sunstone presentation, and the "White
Roses" event (all of these dating back three or more years).
Whether or not you may have crossed the line regarding the
Bngham Young University expectations of adherence to academic
freedom limitations in any of these incidents, if there was
a transgression it seems to us to have been exceedingly slight.
The finding of the University Faculty Council on Rank and
Status, apparently endorsed by the administration, that these
activities by you "not only have . . . failed to strengthen
the moral vigor of the university, they have enervated its
very fiber" tells us that the university administration's
willingness and ability to stand up for academic freedom is
weak indeed.
Please continue to keep us informed.
Sincerely,
Jordan E. Kurland
JEK:em
cc: Professor Scott Abbott, President
AAUP Chapter
|
A Letter from the BYU AAUP to Merrill Bateman,
September 24, 1996, Outlining our Concerns about the Houston
Case and Seeking an Investigation from the National AAUP
|
24 September 1996
Dr. Merrill J. Bateman
President, Brigham Young University
D-346 ASB
Provo, Utah 84602-1346
Dear President Bateman:
The BYU Chapter of the American Association
of University Professors is concerned with the recent firing
of Professor GailTurley Houston. We had hoped the decision
would be reversed either by the appeal panel or by you. Apparently
members of the panel were sympathetic to many of the arguments
made in Prof. Houston's behalf, but the University advocate
asked the panel to rule only on whether proper procedures
had been followed. Our Chapter is convinced that procedures
were indeed violated (as pointed out in previous correspondence)
but that is not the main purpose of this letter.
Our main concern here is with the arguments
made about violations of Prof. Houston's academic freedom--large
issues that include misrepresentations and misunderstandings
of feminist and postmodern theory. We are discouraged with
the atmosphere for faculty and staff at BYU, particularly
for women. Likewise, we take issue with growing restrictions
on scholarship and teaching at BYU.
After a review of many of the relevant documents,
a representative of our national organization offered the
following preliminary evaluation of the situation:
August 15, 1996
Dear Professor Houston:
We have examined the abundant written material
that you and our AAUP chapter have shared with us regarding
the decision not to grant you continuing faculty status
at Brigham Young University. . . . I want to provide you
and our chapter officers with a preliminary assessment of
the very troublesome issues of academic freedom that your
cases poses to us. I shall refer, not in any order of relative
importance, to four such issues.
First, the available evidence strongly
suggests that the university administration, while allowing
the offering of courses dealing with feminism and postmodernism,
and while engaging faculty members such as yourself who
specialize in these areas, determined that your services
should be terminated not because of any significant deficiency
in your widely praised academic performance but because
some few found your handling of the subject matter offensive
to the teachings or traditions of the university's sponsoring
church regarding the role of women in society.
Second, following positive recommendations
based on your academic record on your candidacy for continuing
status from your department and your college committees
and administrators, the University Faculty council on Rank
and Status evidently rejected your candidacy on grounds
of "citizenship," focusing on questions about your religious
beliefs and orthodoxy that most would see as private and
personal and simply not the business of persons charged
with evaluating academic performance. This seems to us an
especially troublesome concern for academic freedom in the
case of someone, like yourself, who has reportedly been
judged "temple worthy" and otherwise in good standing by
your responsible ecclesiastical superiors in your church.
Third, with respect to the 1940 'Statement
of Principles on Academic Freedom and Tenure' and its premise
that there can be limitations on academic freedom and tenure
because of the institution's religious aims provided that
the limits are set forth in writing, the authors of that
document -- university professors and university presidents
-- emphasized at the outset that any stated limitations
must be narrowly crafted and precise. The limitations discussed
in the BYU statement on academic freedom strike us as very
far from precise, and we do not see them as notifying you
adequately of parameters on your academic freedom in the
areas or incidents in which shortcomings by you were subsequently
alleged.
Fourth, there seem, after all, to have
been a total of three incidents during your years on the
faculty in which you said or did something publicly that
later was cited as ground for concern about your "citizenship"
in assessing your fitness for continuance on the faculty:
what you wrote for Student Review, your Sunstone presentation,
and the "White Roses" event (all of these dating back three
or more years). Whether or not you may have crossed the
line regarding the BYU expectations of adherence to academic
freedom limitations in any of the mentioned incidents, if
there was a transgression it seems to us to have been exceedingly
slight. The finding of the University Faculty Council on
Rank and Status, apparently endorsed by the administration,
that these activities by you 'not only have . . .failed
to strengthen the moral vigor of the university, they have
enervated its very fiber' tells us that the university administration's
willingness and ability to stand up for academic freedom
is weak indeed. . . .
Sincerely,
Jordan E. Kurland
Associate General Secretary of the AAUP
The members of our Chapter concur with this evaluation
and are committed to bringing about more open and tolerant conditions
at BYU. We wish to work with colleagues and the administration
to recreate an atmosphere in which discussion is possible, scholarship
is encouraged, trust is a matter of course, and the principles
espoused in our "Statement on Academic Freedom" are adhered
to.
As pointed out in the University Self Study
and in the accreditation report of the Commission on Colleges
of the Northwest Association of Schools and Colleges, there
are serious problems here with faculty and staff morale. A
series of apparently harsh and unfair decisions on tenure
and promotion, including most recently Prof. Houston's case,
has affected that morale substantially. Further, our reputation
as an academic institution has begun to fall as we take actions
clearly in conflict with accepted and proven academic practice.
As a result, departments are finding it ever more difficult
to hire new faculty, early retirements are increasing, and
tenured and untenured faculty are taking jobs elsewhere. We
must take action to reverse that trend.
In this spirit, we have decided to ask the
National AAUP to more thoroughly review Professor Houston's
firing. We believe it is in the best interest of the university
to obtain the opinion of an impartial external organization
whose main purpose is to further academic freedom at colleges
and universities across the country. We have no punitive goal
in mind. But we are committed as a group and as individuals
to the long-term health and flourishing of BYU. Many of us
have been here for our entire careers and want nothing more
than to see BYU reach its full potential as a university with
deep religious commitments. This is possible only if we foster
a rigorous ethical and academic standard in fact and not only
in theory. So, we will continue to work for the advancement
of our institution.
Sincerely,
Members of the BYU Chapter of the AAUP
cc Jordan E. Kurland, AAUP
|
A Letter from the National AAUP to Merrill
Bateman, October 1, 1996 outlining Concerns Relating to Houston's
Firing and Asking for Information from BYU
|
October 1, 1996
Dr. Merrill J. Bateman
President
Brigham Young University
D-346 ASB
P.O. Box 21346
Provo, Utah 84602-1346
Dear President Bateman:
Dr. Gail Turley Houston, who has served as
Assistant Professor of English at Brigham Young University,
has sought the advice and assistance of the American Association
of University Professors as a result of the letter of June
5, 1996, signed by the Associate Academic Vice President,
the Dean of her College, and the Chair of her Department,
informing her that the President and provost had decided against
granting her continuing faculty status. We understand that
Professor Houston appealed the decision to an appointed panel
and that by letter of September 11 you informed her that you
had accepted the panel's recommendation that the decision
be sustained.
The interest of this Association in Professor
Houston's case -- requested also by the Brigham Young AAUP
chapter officers as indicated in their letter to you of September
24 -- stems from our longstanding commitment to academic freedom
and tenure. The basic tenets are enunciated in the enclosed
State of Principles on Academic Freedom and Tenure, coauthored
by the AAUP and the Association of American Colleges and Universities
and endorsed by over 150 professional organizations and learned
societies. Derivative standards applicable to probationary
faculty members are set forth in AAUP's enclosed Statement
on Procedural Standards in the Renewal or Nonrenewal of Faculty
Appointments. Also relevant are Regulation 9 ("Academic Freedom
and Protection against Discrimination") and Regulation 10
("Complaints of Violation of Academic Freedom or of Discrimination
in Nonreappointment") in our enclosed Recommended Institutional
Regulations on Academic Freedom and tenure. We are familiar
with Brigham Young University's University Policy on Faculty
Rank and Status: Professorial.
***
We wish, first to address a key concern with
respect to procedure. As you know, Professor Houston was recommended
for continuing status (or indefinite tenure) by the English
Department, by its Chair, by the College Committee on Rank
and Status, and by the Dean of the College. The University
Council on Rank and Status, however, recommended against continuing
status for Professor Houston, essentially on the grounds of
"citizenship"; the Academic Vice President concurred, and
you and the provost acted in accordance with the negative
recommendation.
In moving to contest the decision, Professor
Houston alleged that it resulted from considerations violative
of her academic freedom and that it constituted discrimination
against her on the basis of sex. Under the enclosed AAUP-supported
standards, she should have been afforded opportunity to have
these allegations heard by an elected faculty body and potentially
in an adjudicative hearing of record. By contrast, Professor
Houston's appeal was directed to an administration-appointed
panel of five persons, three of them administrators including
the panel's chair. In his pre-hearing response to Professor
Houston's appeal, the administration's representative did
not squarely address her complaints regarding academic freedom
and discrimination, asserting that "the only issue before
this panel is the reasonableness of the President's decision."
In its recommendation that the decision be upheld, the panel,
except for stating that its considerations included "more
general concerns about the environment for women faculty on
campus," also did not address the issues of academic freedom
and discrimination. Professor Houston's allegations thus seem
to have gone unrebutted and untested at the university.
***
With respect to discrimination issues, we understand
that on September 23 Professor Houston filed a complaint with
the Utah Industrial Commission's Anti-Discrimination Division.
Several additional complaints involving women at BYU have
been brought to our attention over the last year or two. Suffice
it for now for us to remark that we wonder whether the result
for Professor Houston, were she not a woman, would have been
the same.
With respect to academic freedom issues,
the AAUP chapter's September 24 letter to you includes the
preliminary assessment that I sent to the chapter and to Professor
Houston on August 15. A copy of the August 15 letter is enclosed
for your convenience. We subsequently examined voluminous
documentation that went into the record of Professor Houston's
appeal, and nothing that we have read leads us to modify our
comments on the four areas of concern that we addressed. We
would very much welcome having the university administration's
response to these concerns, and any other information you
can provide that would add to our understanding of the decision
to deny Professor Houston continuing faculty status, as we
proceed to determine our further responsibilties in the matter.
We look forward to hearing from you.
Sincereley,
Jordan E. Kurland
Associate General Secretary, AAUP
|
Article from the October 25, 1996 "Daily
Herald" on the National AAUP Seeking Response from BYU on
the Firing of Gail Houston
|
BYU Group Asks For Investigation
By MARK EDDINGTON
The Daily Herald October 25, 1996
A professional faculty association at Brigham
Young University is calling for an outside review of academic
freedom at the Mormon Church-owned school.
Members of the BYU chapter of the American
Association of University Professors have asked their parent
organization to investigate the university's decision in June
to deny continuing status to assistant English Professor Gail
Houston.
A report of alleged violations of academic
freedom at BYU has been supplied by faculty to the national
organization, which has asked university President Merrill
J. Bateman for an explanation of Houston's dismissal and other
issues raised by the local AAUP chapter.
Houston, who now teaches at the University
of New Mexico, was denied tenure in June for allegedly contradicting
fundamental Mormon doctrine and attacking The Church of Jesus
Christ of Latter-day Saints for its views on women.
In September, a five-member appeals panel
composed of two associate academic vice presidents and three
faculty members upheld Houston's dismissal by Bateman, who
acted on the recommendation of the University Faculty Council
on Rank and Status.
But the AAUP believes the university's action
and subsequent appeals process was fraught with problems.
In a Sept. 24 letter to Bateman, a copy of which was obtained
by The Daily Herald, local chapter members say BYU violated
procedure and Houston's academic freedom.
AAUP members contend in the letter that the
appeals panel was improperly limited to a review of whether
proper procedure was followed in Houston's case and was not
allowed to address the substantive issues she raised about
gender discrimination and an overall hostile environment toward
women at BYU.
"We are discouraged with the atmosphere for
faculty and staff at BYU, particularly for women," AAUP members
told Bateman in the letter. "Likewise, we take issue with
growing restrictions on scholarship and teaching at BYU."
Chapter members further state in the letter
that they believe it is in the best interest of BYU to get
the opinion of the national AAUP, an impartial organization
dedicated to the furthering of academic freedom at colleges
and universities throughout the country.
But Jim Gordon, BYU associate academic vice
president, disputes any suggestion of impropriety by the university.
He said the appeals panel was fair and weighed both arguments
about alleged procedural errors and the merits of Houston's
dismissal before recommending Bateman's original decision
be sustained.
l "BYU is very open about what its standards
are," Gordon said. "The university holds everyone to the same
standard. The problem was not that she was treated differently,
but that she chose to violate those standards by contradicting
fundamental church doctrines and attacking the church."
Among Houston's more egregious errors, as
far as BYU is concerned, was her open admission of praying
to a Heavenly Mother and alleged support for the right to
reject church prophets' and priesthood leaders' pronouncements
on the role of women. In addition, the administration took
issue with her expressing agreement with individuals who had
been excommunicated by the church for apostasy.
Despite those accusations, Houston has steadfastly
maintained her loyalty to the church and university. She accuses
the university of violating her academic freedom and of having
a hostile attitude toward women in general and her in particular.
"It's really very sad to see the oppressive
atmosphere that is taking place at BYU." she said.
While making no definitive ruling on Houston's
case, the national AAUP has expressed support. In an Aug.
15 Ietter to Houston, a copy of which was provided to Bateman,
AAUP Associate General Secretary Jordan Kurland said her case
suggests that she was dismissed "not because of any significant
deficiency" in academic performance, but because of her handling
of church teachings on the role of women in society.
Kurland stated in the letter that a person's
religious beliefs are not the business of those who judge
academic performance. He further said the limits BYU places
on academic freedom are imprecise and out of harmony with
the AAUP's 1940 declaration on the principle of academic freedom.
"The finding of the University Faculty Council
on Rank and Status, apparently endorsed by the administration,
... tells us that the university administration's willingness
and ability to stand up for academic freedom is weak indeed,"
Kurland wrote.
The disagreement over Houston's firing underscores
the tension between the administration and BYU's chapter of
the AAUP which has about 50 members. Organized in spring 1995
after a 21-year absence on campus, the BYU chapter has been
unsuccessful in its repeated attempts to meet with Bateman.
The president has thus far elected to respond to members as
individuals, rather than recognize them as a group.
AAUP members at BYU, at BYU as well as some
who do not belong to the organization, believe there has been
a systematic erosion of academic freedom and a general climate
of fear on campus over the past five years. As evidence, they
cite BYU's new policy that requires ecclesiastical leaders
to inform the administration if BYU employees in their congregations
are worthy to enter Mormon temples.
Concern has also been expressed about BYU's
treatment of feminists and about the number of faculty candidates,
particularly in the English department, who have been rejected
by the administration without explanation.
|
6. Brian Evenson; Letter
of Resignation from BYU |
8/13/1996
Brian Evenson
Department of English, 205 Morrill
Oklahoma State University
Stillwater, OK 74078
Open letter addressed to Jay Fox, Chair
Department of English, 3146 JKHB
Brigham Young University
Provo, UT 84602
Dear Jay,
Though I respect many of the faculty and
students at Brigham Young, I do not feel that BYU fosters
the academic freedom and exploration which are necessary to
a university environment. Indeed, I feel that many of BYU's
administrators, as well certain members of the faculty and
some of the students, are taking action and imposing restrictions
which severely stifle academic freedom. BYU provides a climate
in which academic inquiry is not allowed unless it is restricted
within unacceptably narrow parameters. All indications suggest
that these parameters will continue to narrow.
I have very specific objections to Brigham
Young University's current policies. For instance:
--Though I do not object to temple worthiness,
I object to the way in which temple worthiness is now being
enforced. I feel the policy will lead on the one hand to hypocrisy
and on the other to the lessening of the enjoyment many BYU
faculty members will receive from attending the temple and
from paying their tithing.
--I feel that BYU creates a hostile work
environment for women: women who are scholars and women involved
in cultural studies and gender studies in particular. I feel
that BYU's harassment of the women's organization Voice--
as well as President Bateman's and the administration's attack
of the nationwide clothesline project --show a lack of understanding
of and sympathy toward abuse. I am not willing to participate,
even passively, in the maintenance of such an environment.
--I feel that President Bateman's unwillingness
to acknowledge the AAUP Academic Freedom Association is reflective
of BYU's larger unwillingness to allow academic freedom in
certain areas.
--I believe the continuing status review
process as it currently stands is dishonest and manipulative.
I feel this in particular in Gail Houston's case, in which
documents were introduced after the departmental and college
level reviews without Gail having a chance to respond to them.
I feel that faulty conclusions were drawn --as far as I can
tell purposefully. Data that showed Gail to be a dedicated
teacher and scholar, as well as a strong spiritual support
to students, was interpreted counterproductively. I feel that
if I returned to Brigham Young I could not depend on a fair
and honest continuing status review.
--I do not feel that I can depend upon your
support as a chair. I feel that this is made clear by the
way in which you handled Gail's case.
--I have been shocked at the willingness
of both President Lee and President Bateman to make uninformed
statements in both public and private about the inappropriate
nature of my book, particularly when Lee claimed that BYU's
process would leave judgement of the book to people trained
in literature. Despite all claims made for a fair review process,
the administration has already made up its mind. In the case
of both presidents, their comments demonstrate that if they
have read my book at all, they have read it in only a cursory
fashion.
--I feel that Brigham Young University has
been dishonest in regard to the anonymous letter that was
sent to a general authority criticizing my work. First I was
asked to respond to the letter and then, several months after
I did so, it was claimed that the anonymous letter was of
no importance. Later, BYU disingenuously gave the press the
impression that they had arranged for me to meet with the
anonymous student and that I even had already done so. In
fact, no meeting was ever arranged or planned, despite several
requests on my part.
--I am also somewhat disappointed that though
the English Department has strong proof that a particular
professor has written letters to the General Authorities about
myself and others, and has had repeated violations of standards,
nothing has been done about him. I think it a profound weakness
of the department and of BYU in general that, though you scold
such people and warn them, you seem unwilling to fire them.
Yet you show no such compunction about releasing scholars
such as Gail Houston for reasons which are flimsy and insufficiently
substantiated at best.
All this is further complicated by the fact
that a General Authority is now the President of the University.
Many Mormons teaching at BYU believe it wrong to question
the decisions of a General Authority, and many will be unwilling
to tell him when he is making poor decisions. I think that
in his actions and decisions Merrill Bateman has demonstrated
both a willingness to further compromise academic freedom
and a lack of understanding of academics and what it takes
to run a university effectively. His comments and speeches
have made me feel that he is either uninformed or wrongly
informed on current trends in academia. I feel that under
his leadership BYU can only get worse.
I would not be proud to remain at Brigham
Young University. I am not proud of the negative reputation
that the BYU English Department is gaining in the profession
at large. I am not pleased with the way BYU treats its faculty.
I feel that its current policies and attitudes do great damage
not only to faculty but to students. For this reason, I am
tendering my resignation as an assistant professor of Brigham
Young University, effective immediately.
Sincerely,
Brian Evenson
|
7. Issues Pertinent to
the Status of Women at BYU |
The following document was prepared by a
committee of the BYU Chapter of the AAUP during the winter
of 1996. This document poses some of the problems with academic
freedom for women at BYU.
March 1996
Limitations on the Academic Freedom of Women
at Brigham Young University
Because Brigham Young University isowned and
operated by the Church of Jesus Christ of Latter-day Saints,
the Church's leaders have largely determined the attitudes
and practices of the university. Those leaders, as well as
the university's administration, are all empowered men in
the Mormon culture who defines right and good by male standards.
The experience of women often calls those male-centered standards
into question as incomplete or otherwise inadequate.
As a result, Brigham Young University has
a history of suppressing scholarship and artistic expressions
representing the experience of women. The following list provides
examples of some of the ways in which university officials
have acted over the past several years to silence women faculty
and staff and suppress their scholarship. University officials
imply that their actions with regard to women are taken to
ensure that the university uphold the doctrines and standards
of the LDS Church. But the women they have silenced or punished
are also committed, faithful members of that Church (though
the leaders seem to see these women as less important than
themselves).
It finally comes down to a question of the
right of representation: do Mormon women scholars have the
right to represent their own experience in their own voice,
or must representations of women and women's experience conform
to a male-formulated construct of that experience? This would
seem to be an issue of academic freedom that the Accreditation
Committee might consider significant in its evaluation of
Brigham Young University.
**In 1992 the administration refused to hire
candidate Barbara Bishop for a faculty appointment in the
English Department, although she was the choice of the section,
chair, and college dean for the position and had the full
support of her local ecclesiastical leaders. At the time she
even headed the Primary (the children's organization of the
LDS Church) in her ward (congregation). The reason the administration
gave for not approving her hire was that 17 faculty members
in the English Department (of a faculty of 75) did not vote
in favor of hiring her. Bishop's scholarship dealt with the
works of African American writer Zora Neal Hurston and other
American women writers.
**In 1992, the LDS Church celebrated the sesquicentennial
of the Relief Society, the Church's organization for adult
women. In conjunction with that celebration, Professor Marie
Cornwall, then the head of the BYU Women's Research Institute,
organized a scholarly conference on the Relief Society. Because
speakers at that conference criticized as well as praised
the Relief Society, Professor Cornwall was called in and censured
by University Provost Bruce Hafen for planning this conference
and carrying it out.
**In 1992, the organizing committee of the
BYU Women's Conference chose as the keynote speaker for the
1993 conference Laurel Thatcher Ulrich, faithful Mormon woman,
recent Pulitzer Prize-winning author of A Midwife's Tale:
The Life of Martha Ballard, and winner of a MacArthur Grant.
Ulrich's book has been so significant because she uses the
twenty-year diary of Martha Ballard to reconstruct late 18th-century
New England history to include the experiences of women. This
study has made scholars of political, economic, social, and
medical history of the period revise their conclusions and
include women's contributions in their historical research.
Brigham Young University's board of trustees did not approve
Ulrich to be a speaker for the women's conference. Although
both she and her ecclesiastical leaders tried to find out
why she was not approved, she was never given a reason.
**In 1993, the board of trustees fired the
chair of the BYU women's conference, Carol Lee Hawkins, from
her position, even though during the six years she directed
the conference, attendance almost doubled and the conference
received an approval rating from participants who completed
the exit questionnaire of over 90 percent. To explain the
firing, the Board suggested only that a change of assignment
was a good thing from time to time, as if this position were
a Church assignment rather than a paid university administrative
position and Hawkins's employment. Just after Carol Lee Hawkins
was fired, a group of women's studies faculty from across
the university met with University Provost Bruce Hafen and
asked him about that action. He answered that Hawkins had
not been fired, that she had indicated that she wanted a change
in assignment, and that she was just moving to another position
in the university. Hafen did nothing to help Hawkins secure
another position.
**In the summer of 1993 Provost Bruce Hafen
tried to keep faithful Mormon woman and historian Claudia
Bushman from speaking in a week-long faculty seminar sponsored
by the Dean of Honors and General Education, although her
husband Professor Richard Bushman was approved to speak. When
Hafen learned that the Bushmans had both already been invited
to participate, he required that Honors Dean Harold Miller
only advertise Richard Bushman.
**In 1993 the university terminated Professor
Cecilia Konchar Farr after her third-year review. Konchar
Farr is a feminist activist who worked to educate people about
violence against women, who helped establish the feminist
activist student club Voice on campus, and who took a public
pro-Choice position, although she also said in her speech
that she did not favor abortion and fully supported the LDS
First Presidency's position on abortion. She also had the
full support of her local ecclesiastical leaders as a faithful
Mormon, worthy to participate in all Church ordinances. At
first the university tried to represent Konchar Farr as an
inadequate scholar and teacher, but after the appeal hearing,
an agreement was reached by which both sides were to say only
that there were "irreconcilable differences" between the administration
and Konchar Farr. Again, a woman professor's career was damaged,
and the university gave no satisfactory reason for that action.
(The accreditation committee might benefit from examining
some of the files from the appeal of that decision; these
files are in the possession of Professor William A. Wilson,
Konchar Farr's advocate in the review proceedings and the
chair of the English Department when she was hired.)
**In 1994 candidate Marian Bishop Mumford
was selected by the English Department, with the full approval
of the department chair and the dean of the College of Humanities,
for hire to the faculty of the BYU English Department. Her
Ph.D. dissertation was an examination of women's journals,
including the journal of Anne Frank, to demonstrate that women
construct themselves most authentically in their journals,
because they consider themselves to be the sole audience.
A part of that study was to examine the ways in which Anne
Frank wrote about her body as a way to give herself identity
at least in language, in a culture that literally erased her
from existence. Acting under the instructions of Provost Bruce
Hafen, Chair Neal Lambert told Bishop Mumford that she would
be hired only if she agreed to discontinue her current scholarship.
The candidate declined to come to Brigham Young University
under those circumstances.
**In 1994 and 1995 Joni Clarke was selected
from a large pool of applicants as one of the two best candidates
for an American literature faculty position in the English
Department. She had the full support of her local ecclesiastical
leaders and also university academic vice president Alan Wilkins,
who called her and interviewed her for over an hour to determine
her worthiness to teach at BYU. Her research deals with Native
American texts, particularly those by women. Provost Bruce
Hafen did not approve her to be considered for hire.
**In 1995 Dorice Elliot was also selected
from a large pool of applicants as one of the two best candidates
for a British literature faculty position in the English Department.
Her research deals with 19th century British literature by
women. She is greatly admired by her ecclesiastical leaders
because of her work as the Relief Society president in her
congregation. Provost Bruce Hafen did not approve her to be
considered for hire. In both of the above-mentioned cases,
the faithfulness of these women to the Mormon Church was not
in question. Why, then, were they excluded from candidacy
for hire at Brigham Young University? The administration does
not give reasons for its actions, but we may perhaps look
at this as part of the pattern of exclusion or silencing of
those who want to study women's experience from women's perspective.
**In 1995 Professors Karen E. Gerdes and Martha
N. Beck were forbidden from publishing the results of their
study of the experiences of Mormon women survivors of childhood
sexual abuse who asked for help from their Mormon ecclesiastical
leaders. In the majority of cases, the advice these victims
received was damaging rather than helpful. Both professors
have since left the university; the study appeared in the
Spring 1996 issue of Affilia, Journal of Women and Social
Work (Vol. 11, No. 1).
**In April 1996 Katherine Kennedy was chosen
for an English Department faculty appointment in Romanticism,
the unanimous choice of the later British literature section
and with almost unanimous support from the department. Kennedy
was supported for hire by the dean and even the general authority
who interviewed her, as well as by her local ecclesiastical
leaders. But the administration rejected her. Kennedy's research
examines images of motherhood, including breastfeeding, in
British Romantic poetry by women. Regarding the decision not
to hire Kennedy, University Academic Vice President Alan Wilkins
explained to the Department Advisory Council that the English
Department could assume there was something about Kennedy's
feminism that the administration did not approve of.
**There is only one university lecture named
after a woman, the Alice Louise Reynolds lecture. Money was
raised to endow this lecture by Helen Stark, a strong feminist
and well-known member of the Mormon community. She herself
contributed approximately $15,000 to the endowment fund. Stark
died two years ago at the age of 89. In 1995 the committee
selected Elouise Bell, a prominent woman full professor to
deliver that lecture. The administration not only rejected
the woman as the speaker; it informed the committee that Roger
R. Keller, a male associate professor from the Department
of Religion, would be the speaker. In 1996 the Alice Louise
Reynolds lecture was not held.
**For several years women candidates for faculty
employment at Brigham Young University have been asked this
question by the academic vice president: "If a general authority
[general leader of the Mormon Church] asked you not to publish
your research, what would you do?" It has been suggested to
the candidates that they must agree not to publish in such
a case. This condition of employment undermines the position
of new women faculty members at Brigham Young University.
To be hired, they apparently must agree to let male ecclesiastical
leaders who are not trained in their disciplines have final
authority over the publication of their scholarship. They
are offered no review process to determine the fairness or
accuracy of the authority's request. Again, women are instructed
that they must suppress their own perspectives on their own
experience or research if a male authority so directs them.
**In its entire seventy-five year history,
a woman faculty member has never been chosen to present BYU's
distinguished faculty lecture.
The BYU AAUP Chapter will provide documentation
of all of the above claims upon request. We will obtain statements
from or provide the Accreditation Committee with the addresses
and telephone numbers of the individuals named in this document.
|
8. Issues Dealing with
the new BYU Ecclesiastical Endorsement Policy |
Correspondence Between William E. Evenson
And President Merrill J. Bateman, Winter 1996.
In order that those who have asked might see
the full correspondence between William E. Evenson and President
Merrill J. Bateman relating to academic freedom at BYU and the
BYU policy of annual monitoring of employees for temple worthiness
as a condition of employment, four documents follow. These are
- William E. Evenson, Guest Opinion, The
Daily Herald, Provo, UT, February 14, 1996.
- William E. Evenson to President Merrill
J. Bateman, memo of thanks (March 8, 1996) and detailed
summary of their meeting held March 5, 1996.
- President Merrill J. Bateman to William
E. Evenson, letter of April 1, 1996.
- William E. Evenson to President Merrill
J. Bateman, memo of response to April 1 letter, April 23,
1996.
|
The Daily Herald, Provo, Utah, February
14, 1996: Guest Opinion
New BYU policy undermines trust
By William E. Evenson
I believe the recent decision to send an
annual list of BYU employees to their stake presidents and
bishops in order to verify their current eligibility for a
temple recommend is a most ill-advised policy.
I do agree that it is important that BYU
employees be faithful, committed members of the LDS church
or supportive persons of other faiths, yet I am still troubled
and offended by this latest policy.
For me, the most troublesome aspect of this
approach to maintaining a faithful faculty and staff at BYU
is the extent to which it intrudes into one's personal religious
life. My faith is personal and largely private. I share it
with my family and with church leaders and occasionally with
very close friends. I share it as I choose and as I feel moved
to do.
Something essential is taken away from this
personal faith when my relationship with my religious leaders
becomes a matter of maintaining my employment. This intrusion
of employment concerns into that relationship seems controlling
and inappropriate. As such, it is manipulative, counter-productive,
and outside the Gospel. Driving persons to outward obedience
severely compromises the development of genuine inner spirituality.
Second, a regular and formal request made
to ecclesiastical leaders, through ecclesiastical channels,
to review the conduct of all BYU employees is threatening
and conveys a serious lack of trust, no matter what verbal
assurances are given.
And what is gained in exchange for the lost
trust? Nothing. Local Church leaders have already been asked
to alert BYU officials, through proper channels, if serious
problems exist. Why, then, impose a new procedure that destroys
the sense of trust LDS church leaders and BYU officials should
convey to the thousands of faithful BYU employees -- a procedure
justified on an unproven premise that a tiny fraction may
not be faithful?
Nearly all of our LDS BYU employees are faithful
and loyal, and those who are not LDS are almost uniformly
willing to live according to LDS Church principles. Policies
should be constructed to provide encouragement and opportunity,
not to put all the faithful employees through a sieve designed
only for an uncommitted few. Henry Stimson said, "The only
way to make a man trustworthy is to trust him." There are
better ways than this policy to solve any problem that may
exist.
I believe it is wrong to set up a system
of monitoring. Many crucial expectations are not monitored,
with no serious harm to the university or the church. For
example, who is sent a list of employees in order to certify
avoidance of sexual harassment or gross abuse of trust in
a faculty-student relationship, both of which are grounds
for dismissal? Whenever problems in these or numerous other
areas come to the attention of university officials, they
are dealt with; everyone expects that. But monitoring undermines
trust, encourages dishonesty and finally doesn't make anything
better anyway. People resent such policies and resist them
and subvert them.
I am convinced that most bishops and stake
presidents are and will be supportive and even protective
of their members who are BYU employees. Nonetheless, when
the university effectively puts employment decisions in the
hands of these church leaders via the determination of "eligibility"
for a temple recommend, university employees are ultimately
subject to a very wide range of judgments about attitudes
and personal views. And consistency in these judgments will
be unattainable.
"Eligibility" for a temple recommend goes
well beyond what has actually been a condition of employment
at BYU previously: "Conduct" consistent with temple privileges.
It is appropriate to hold employees accountable for their
conduct, but their private views are much more personal and
less relevant for university employment, while being much
more subject to arbitrary judgment and interpretation that
can vary from one LDS leader to another.
This move from "conduct" to "eligibility"
is significant to many of us, and we are offended that it
was undertaken without discussion in the campus community.
And even if one were to grant, which I do not, that the change
in policy is small, that would not make the policy right.
When the academic freedom policy was discussed
at BYU prior to its adoption in 1993, university administrators
were explicitly asked whether stake presidents would be given
a list of BYU employees in their stakes in order to monitor
their behavior.
Assurances were repeatedly given, some of
them to me personally and one in a public meeting in the de
Jong Concert Hall, that university officials would never ask
ecclesiastical leaders to report on their ward and stake members
(although LDS leaders were free to initiate such contact when
they deemed it necessary) and that strict boundaries would
be upheld between spiritual matters and university business.
Unfortunately, the present policy goes against those promises.
Finally, I must address a question I have
been asked as I have spoken out against this policy: Why don't
those who are unhappy with the policy simply leave BYU? This
would diminish BYU immeasurably.
I and many of my colleagues who are disturbed
by this policy have given many years of our careers to help
BYU become a first- class university of faith, something very
difficult to accomplish but surely worth aspiring to.
We have too much invested to simply want
to turn our backs on BYU because university officials have
not seen clearly the futility and impropriety of what is,
no doubt, a well-intentioned policy.
I hope we can join together to make a better
policy and a better university.
(William E. Evenson is a professor of physics
at Brigham Young University. He is a former associate academic
vice president, former Dean of Physical and Mathematical Sciences
and former Dean of General Education.)
|
William E. Evenson
President Merrill J. Bateman
March 8, 1996 211 KMB8-6078 D-346 ASB Re:
Thanks for the discussion
Thank you for inviting me to your office
on Tuesday to discuss the concerns I have expressed about
the policy of having an annual check-off of temple-worthy
conduct for BYU employees. I appreciated the discussion, especially
your candor and openness. I also appreciated your affirmation
of the legitimacy of my public expressions of concern about
a public policy of the University.
Because I feel strongly about the issues
we discussed, I made fairly detailed notes of our discussion
for my own reference shortly after our meeting. I enclose
a copy of those notes for your information. I do not intend
to make them available to others beyond family and one or
two close confidants. If you see anything in these notes of
our meeting that you think does not faithfully reflect our
exchange or even the intent of something one or the other
of us may have said, I would be grateful for a clarification.
There are three large related issues that
I would like to explore further in separate memos to you and
your colleagues in the university administration, if that
would not be imposing too much. These issues are
- what I think will be required to build
a great university that properly serves the students, both
in their intellectual development and in providing academic
credibility for their degrees, and maintains an appropriately
close and supportive relationship with the Church,
- how I see accountability and renewal of
commitment operating in the university setting, and
- how the present retirement program is limiting
the voluntary departure of some employees who do not belong
at BYU.
Thank you again for meeting with me and for your
commitment to lift the University. |
March 5, 1996 Recollections of Meeting with
BYU President Merrill J. Bateman Meeting held March 5, 1996
by William E. Evenson
Present: President Bateman and William E.
Evenson
This meeting was held at the invitation of
President Bateman in response to my public comments about
the policy to have local Church leaders report annually on
BYU employees' adherence to LDS standards.
President Bateman was very cordial and congenial
throughout the meeting. At the outset of the meeting, he took
time to get acquainted, asking me about my background and
experience at BYU. He said that he had been reading about
me quite a lot and felt it would be useful to get acquainted
face to face.
President Bateman made clear that his purpose
in the meeting was to reassure me that the policy will be
implemented fairly and cautiously. He said that Jim Gordon,
Associate Academic Vice President - Faculty Personnel, will
be the University's represen tative in these matters and deal
directly with BYU faculty who are not listed as worthy by
their bishops. [Who handles non- faculty employees? Are there
two contact points at the Univer sity?]
President Bateman also tried to assure me
that he understands my concerns but is convinced that the
abuses I fear will not be realized because of the care they
are taking in implementation. He assured me that the standard
remains a conduct standard, not a belief standard, and that
he understands the difficulties that would be associated with
judging shades of belief. I thanked him for the clarification
that appeared in the Y News.
I asked why he thinks they need to do this
at all, i.e. what problem do they think they are solving with
this procedure. He responded that the previous policy, whereby
Church leaders were asked to take the initiative to alert
the University when they were aware of a problem, was implemented
unevenly and hence unfairly. The present approach is more
likely to treat everyone the same.
I noted that I am not in favor of any policy
that has bishops or stake presidents report on their members'
eligibility for employ ment. I pointed out that before such
a policy was in existence I participated as a university administrator
in resolving problems with faculty members who were not living
in accordance with Church standards. We were made aware of
several cases, and we worked with them directly. Such cases
are difficult and time- consuming and demand a great deal
of energy to handle correctly. They must each be handled in
a way that protects both the faculty member and the University.
I offered the opinion that such cases were handled more effectively
during the Holland administration without a monitoring policy
than during the most recent univer sity administration, where
I have sensed that they hoped the problems would be solved
by rules rather than by dealing directly with them.
I said that I find it hard to imagine that
University leaders would remain unaware for long of faculty
members who are actively undermining faith. So why make a
rule that imposes on all employees in order to solve a very
few real problems? This creates a feeling of lack of trust
as well as interfering with the private relationships between
employees and their Church leaders.
President Bateman acknowledged that we had
handled some difficult problems during the Holland administration
without the current policy, and perhaps more effectively than
the current policy would allow. However, he pointed out that
there are some cases that have persisted. He agreed that university
administrators do become aware of problems, but this policy
gives them a better tool to handle the problems. I agreed
that we were not able to handle all the problems effectively
that came up during the Holland administration, but that is
always true: these problems are difficult and time-consuming;
one has no choice but to prioritize and work on the most serious
ones. President Bateman agreed with that and said, "We will
have to do that, too."
I pointed out that these problems will always
be with us. People come to the University idealistic and committed,
but some will change their views over the years. Others create
problems in their lives that make it no longer appropriate
for them to stay here. So care in hiring alone will never
prevent personnel problems related to these conduct standards.
But the rules will not uncover or resolve such problems by
themselves. University administrators will always have to
work through long and diffi cult personnel issues. President
Bateman agreed that we will always have problems of this type
to work through; the policy will not make them go away, but
he hopes the policy will help University administrators identify
and deal with the problems.
President Bateman also agreed that there
is a problem at the University with trust: employees do not
feel trusted. He said he intends to work on establishing a
level of trust, acknowledg ing that it will take a long time
to develop the level of trust that should be here.
As I outlined my experience with personnel
problems at the University and the more open approach that
experience has led me to favor, I noted that I had made many
of the points of my newspaper piece privately to University
administrators three years ago, when I was dean of Physical
and Mathematical Sciences. I received only an acknowledgement
and thanks for those comments at that time, never a substantive
reply. Now the issue has become a public one, with the promulgation
of the recent policy. President Bateman immediately said that
he had no problem with my expressing my concerns publicly;
I have every right to say what I think about a public policy
of the University.
President Bateman also said that yesterday
in Deans' Council a couple of the deans reported that they
had already been visited by employees who are not in compliance
with the expectation of worthy conduct. These employees came
to say that they were not in compliance, they had not been
in compliance for years, they would not be in compliance,
and what was the University going to do about it? President
Bateman offered this as evidence that the new policy is already
working, bringing people with problems out into the open.
I pointed out that the University has always been able to
deal with open defiance of the standards. [And what is the
likelihood that these cases were previously unknown to the
deans?]
I argued that, while it is appropriate to
expect employees to be faithful, this policy of looking over
everyone's shoulder biases people toward safe work, even in
cases where the work does not have direct or obvious religious
implications. Any path-breaking work leads people to see the
world anew. This is threatening in itself to many people.
A bias toward safe work necessarily interferes with our progress
as a university, limiting our ability to challenge students
to their fullest potential and to stimulate their greatest
intellectual development, as well as restricting our contributions
to the expansion of knowledge.
President Bateman did not agree that the
policy could have a negative effect on the work of faculty
members where that work is clearly separate from Church issues.
He shares my assessment of the importance of pioneering work
at BYU and of the necessity for reaching beyond "safe" work
in the disciplines. He is confident that we will be able to
do such work here. He expressed grati tude for the opportunity
he has had to study at a university where the faculty were
intellectually alive and to see a profes sor have insights
in the classroom that changed the course they were teaching
and led to important contributions in the disci pline. He
expressed confidence that we can provide those experi ences
for our students at BYU.
I then suggested that the University must
always be supportive of the Church, but it must also be separate
from the Church. There are many things that must take place
in the classrooms, lecture halls, and theaters of the University
for the benefit of the students' intellectual development
that would not be appropriate in a Church setting. Yet some
of these activities now stimulate complaints from the surrounding
Church community because they do not understand these differences.
I believe the line between University and Church has blurred
too much and that this blurring now interferes with carrying
out the mission of the University. I agree that the Church
needs to define and defend its central doctrines, and the
University needs to respect and assist that support of doctrine.
But those central doctrines should consti tute a restricted
set of issues, and it should be clearer than it is now that
beyond those limits great freedom of thought and expression
are appropriate.
President Bateman reaffirmed that BYU should
be viewed as an arm of the Church. He does not share my view
of the importance of maintaining a distinction between these
institutions, even though he agrees that their missions differ.
Rather, he thinks it is more important to emphasize their
relatedness, even at the risk of blurring the distinctions,
than to dwell on the separate mission of the University.
The meeting ended on just as cordial a note
as it began.
|
[Brigham Young University President's letterhead]
April 1, 1996
Professor William E. Evenson 211 KMB CAMPUS
Dear Bill:
I appreciated the opportunity of meeting
with you a short time ago and read with interest the letter
you sent to me after ward. There is one statement in your
letter which is not accu rate. You thanked me for approving
your statements to the press regarding the temple eligibility
policy. If I remember cor rectly, my statement was that "you
did not offend me personally by writing to the press."
You should understand, however, that your
actions are not consistent with the spirit of this university.
In that regard, the first point to be made is that the policy
you are criticizing is not a policy initiated by the University
but one initiated by the Board of Trustees for the entire
Church Educational System. Since the Board of Trustees consists
of the First Presidency and other general authorities, the
temple eligibility policy and the review procedures have come
from them.
For your benefit, I am enclosing an excerpt
from a statement made by President George Q. Cannon of the
First Presidency on this matter. I think you will find it
of great interest. I hope you understand that although your
actions did not offend me personally, they were not actions
of which I approve.
Again, I hope that you will understand my
sincere desire to help you and that all of our desires are
to make BYU a better university.
Sincerely,
(signed Merrill)
Merrill J. Bateman
MJB:jne, enclosure
Attachments:
Photocopies of title page and pages 276-7
and 272-3 from Gospel Truth: Discourses and Writings of President
George Q. Cannon, First Counselor to Presidents John Taylor,
Wilford Woodruff, and Lorenzo Snow, Volume 2, 1974. (Selected,
arranged, and edited by Jerreld L. Newquist, published by
Deseret Book Company, Salt Lake City, Utah)
The three photocopied pages included in the
top margin facsimile traces from "LDS HISTORICAL DEPT." on
Friday, March 29, 1996, 11:34 am and from "CHURCH ADMIN BLDG
3RD FL" on Friday, March 29, 1996, 12:09 pm.
Highlighted in yellow along the left margin
was the following paragraph from pp. 276-7 (ellipses in original):
OPPOSITION TO AUTHORITIES CAUSES APOSTASY.
A friend . . . wished to know whether we . . . considered
an honest difference of opinion between a member of the Church
and the Authorities of the Church was apostasy. . . . We replied
that we had not stated that an honest difference of opinion
between a member of the Church and the Authorities constituted
apostasy, for we could conceive of a man honestly differing
in opinion from the Authorities of the Church and yet not
be an apos tate; but we could not conceive of a man publishing
these differences of opinion and seeking by arguments, sophistry
and special pleading to enforce them upon the people to produce
division and strife and to place the acts and counsels of
the Authorities of the Church, if possible, in a wrong light,
and not be an apostate, for such conduct was apostasy as we
understood the term.
We further said that while a man might honestly
differ in opinion from the Authorities through a want of understanding,
he had to be exceedingly careful how he acted in relation
to such differences, or the adver sary would take advantage
of him, and he would soon become imbued with the spirit of
apostasy and be found fighting against God and the authority
which He had placed here to govern His Church. (DEN, November
3, 1869)
Pp. 272-3 contained the following marked
passage (ellipses in original):
A SYMPTOM OF APOSTASY. It is not for everyone
to judge and condemn God's servants. It is against such a
feeling that the warning is given, "Touch not mine anointed
and do my prophets no harm." [1 Chronicles 16:22.]
We have been taught from the beginning that
one of the most dangerous symptoms of apostasy from the Church
is speaking evil of the Lord's servants; whenever a spirit
of this kind takes possession of one who is called a Latter-day
Saint, it is sure to grieve the Spirit of God; it invites
darkness to enter the mind, and, unless it is sincerely repented
of, it causes apostasy to follow. For this reason, if for
no other, our children should be taught from the time they
are old enough to comprehend that they are treading upon slippery
ground whenever they venture to criticise, censure or condemn
those whom the Lord has chosen to be His servants.
Many think it is part of their privilege
in the exercise of free speech to do this and this it is a
sign of independence. But there is none of the true liberty
of free speech in it; it becomes license and is offensive
to the Lord. . . . Respect for authority should be constantly
taught. . . . The Saints honor God; they honor the authority
which He bestows; and in honoring that authority they honor
those who bear it. This is the spirit of true independence,
and it does not take away the least particle from the true
dignity of manhood and womanhood. The Lord says: ". . . them
that honour me I will honour, and they hat despise me shall
be lightly esteemed." [1 Samuel 2:30.] (November 1, 1894,
JI 29:668)
|
William E. Evenson
President Merrill J. Bateman
April 23, 1996 211 KMB8-6078 D-346 ASB
Re: Public discussion of university policies
I have pondered long over your letter of
earlier this month which included statements from President
George Q. Cannon.
I have no desire to be out of harmony with
the Church. Indeed, I have tried to comport myself both privately
and in public accord ing to the principles of the gospel,
including the following counsel which the First Presidency
gave in an official message to the Church in 1910:
Free will, free thought, free speech, free
action to the line of the liberty of others form an essential
part of our faith and practise.
It is hard for me to understand that actions
which I believe to be in harmony with this instruction from
the First Presidency could be "not consistent with the spirit
of this university."
I hope there is a fundamental misunderstanding
at the basis of your letter to me. The excerpts from President
George Q. Cannon on pp. 272-3, given while he was in the First
Presidency, refer to judging or condemning "God's servants."
I have expressed strong disagreement with a university policy,
but I have not intended to show, nor do I believe I have shown,
disrespect or judgment or condemnation of the General Authorities
who guide this university. I have tried to be very careful
to keep the discussion on the level of policy. I understand
from the First Presidency statement quoted above that this
level of discussion is not only to be permitted, but is "an
essential part of our faith and practise."
The other excerpt from President Cannon,
on pp. 276-7, that was highlighted in the copy you sent me,
is much more clearly rele vant to my recent actions. Unfortunately,
it is difficult to see how this statement, given while Elder
Cannon was a member of the Quorum of the Twelve, squares with
the First Presidency instruc tion quoted above. And it is
also difficult for me to see how this statement can be reconciled
with the following, later statement by President Cannon when
he was first counselor in the First Presidency:
There must be the greatest possible liberty
of thought, of expression and of action in our midst -- that
is the greatest possible consistent with good order, and the
preservation of the rights of others. Liberty cannot be permitted
to degenerate into license, but the utmost liberty can be
enjoyed so long as it does not overstep that boundary. It
becomes, therefore, a natural duty devolving upon us, with
our views concerning these eternal principles that have come
down from God, that were taught by God in the early ages unto
man, that have been re-enforced from time to time by Him through
the silent, unseen agency of His power in various ages --
I say it becomes our natural duty to see that these principles
are carried out and maintained in the earth. We become their
natural champions. Besides advocating and maintaining them,
it becomes our province to strug gle for their supremacy.
(JD 24:58-9, March 18, 1883)
In my study of Church teachings regarding
the propriety of free expression about matters of policy,
I find many additional statements endorsing free expression,
like those quoted above. For example, President Joseph F.
Smith as President of the Church, testifying under oath to
the U. S. Senate in 1904:
The members of the Mormon Church are among
the freest and most independent people of all the Christian
denom inations. They are not all united on every principle.
Every man is entitled to his own opinion and his own views
and his own conceptions of right and wrong so long as they
do not come in conflict with the standard principles of the
church. (Smoot hearings, p. 98)
President Hugh B. Brown as first counselor
in the First Presi dency made another such statement at BYU
in 1969:
Preserve, then, the freedom of your mind
in education and in religion, and be unafraid to express your
thoughts and to insist upon your right to examine every proposition.
We are not so much concerned with whether your thoughts are
orthodox or heterodox as we are that you shall have thoughts.
I repeat that I do not desire to be out of
harmony with the Church. I have labored under the conviction
that my actions have been in the spirit of the teachings of
the First Presidency, as reflected in the sampling given above.
Thank you for your clarification of our conversation. I see
BYU as an institution that is necessarily separate from and
fully supportive of the Church. I will continue to try to
help Brigham Young University become the best it can be.
|
9. Issues of Academic
Freedom at BYU |
The following document was prepared by members
of the BYU AAUP for submission to the Northwest Accreditation
Association during the spring of 1996. This document was designed
to represent the point of view of the BYU AAUP regarding issues
of academic freedom at BYU during the past few years. We wanted
to have the accreditors hear an alternative point of view
during their period of examination of BYU for reaccreditation.
|
5 March 1996
BYU Chapter Of The American Association
Of University Professors
Report On Issues Of Academic Freedom At
BYU
While the details are numerous and complicated,
our argument is simple. BYU has, in recent years, not adhered
to the following principles stated in the Accreditation Handbook
(1994 Edition) of the Northwest Association of Schools and Colleges:
- p. 7, item 3: "An institution owned by
or related to an outside agency, such as a church . . .
should ensure that it maintains an atmosphere in which intellectual
freedom and independence exist."
- p. 8, item 13 and p. 133, item 2: which
require that "reasonable limitations on freedom of inquiry
or expression which are dictated by institutional purpose"
be "published candidly."
- p. 67, top: "Faculty security should also
be implemented through faculty tenure provisions and safeguards
for academic freedom."
- p. 126, Institutional Integrity: "A college
or university is an institution of higher learning. Those
within it have as a first concern evidence and truth rather
than particular judgments of institutional benefactors,
concerns of churchmen, public opinion, social pressure,
or political proscription.
"Relating to this general concern corresponding
to intellectual and academic freedom are correlative responsibilities.
On the part of trustees and administrators there is the obligation
to protect faculty and students from inappropriate pressures
or destructive harassments."
The following brief examples indicate that
for approximately the last six years BYU has become increasingly
less open to differences of opinion and more inclined to control
faculty and student expression and behavior.
Over the course of five years these progressive
changes have appeared, with no previous discussion, in faculty
contracts:
-- 1992 contracts, for the first time, included
language to the effect that "Faculty who are members of BYU's
sponsoring Church also accept the spiritual and temporal expectations
of wholehearted Church membership."
-- 1993 contracts changed this phrase to the
more specific "LDS faculty also accept as a condition of employment
the standards of conduct consistent with qualifying for temple
privileges."
-- And in 1996 it was announced that employees'
ecclesiastical leaders would be required to report yearly
on whether employees were in fact "temple worthy."
MacArthur Fellow, Pulitzer Prize Winner,
Harvard Professor of History, and Mormon Laurel Thatcher Ulrich,
with no explanation and no chance for discussion, was declared
unfit to give the keynote address at the 1993 BYU Women's
Conference and has not been allowed to speak on campus since.
Other speakers have been similarly disqualified without comment
or discussion.
Candidates for faculty positions (all of
whom must be approved by the administration before being invited
to campus) are routinely turned down without explanation and
with no chance for departments to argue their cases. This
has been especially egregious recently in the English Department.
The administration has repeatedly responded
to allegations made in anonymous letters about faculty members
by alerting deans and department chairs and requiring faculty
to respond to the charges, although there is no chance to
face the accuser and no due process. Accusations that have
caused faculty trouble (from contracts not being renewed to
general intimidation to time lost answering the charges) include
complaints about books being used in courses, plays performed,
art exhibited, references to evolution, mention of population
issues, politicizing the classroom (feminism, postmodernism,
and environmentalism are three of the favorites), and a range
of theological issues.
We have chosen to document extensively three
of the most troubling cases in which young faculty members
have been forced to leave BYU, cases that received much press
coverage, that evoked protests on campus, and in the aftermath
of which other faculty left the university as well (most prominently
Hal Miller, then Dean of Honors and General Education, Tomi-Ann
Roberts, assistant professor of Psychology, William Davis,
assistant professor of German, Martha Bradley, assistant professor
of History, and Martha Nibley Beck, assistant professor of
Sociology).
In two of the cases (David Knowlton, Cecilia
Konchar-Farr) University administrators acted improperly to
terminate the employment of the faculty member. Rather than
forthrightly stating that BYU faculty may not take a personal
pro-choice position in abortion
debates (Konchar-Farr) or that discussion of the Church
missionary system in the independent Mormon forum of Sunstone
is unacceptable (Knowlton), the administration argued that
because of inadequate scholarship the two professors should
not be advanced to candidacy for tenure. The following documents,
including the reports of an ad-hoc academic freedom committee,
letters by department chairs and others about the review process
and specific cases, and the professors' own statements, substantiate
the claim that contrary to official statements, the two professors
were at least as academically productive as others who passed
the same review, and that the standard third-year review process
was suddenly and drastically changed for specific political
ends.
The third case (Brian Evenson) did not play
itself out because Evenson left the university to take another
job, but it too was a case in which the administration moved
to undermine a fair review process.
Although the administration worked to make
it appear that standard procedures of faculty governance were
followed in each case, there are indications (Rex Lee's statements
after the appeals, English-Department-Chair Jay Fox's memo)
that decisions were made at the behest of a member or members
of the BYU Board of Trustees (in Evenson's case as the result
of an anonymous letter denouncing him to the Board), but in
no case was the faculty member given a chance to speak with
members of the Board, and there was no evidence that the administration,
rather than simply carrying out orders, argued the respective
faculty member's case with the Board of Trustees or seriously
took into account the points made during the appeals process.
The outcomes were foregone conclusions
In saying this about members of the administration
and our Board of Trustees, in presenting this documentation
at all, we run the risk of being dismissed from the university
(without appeal to anyone other than the prosecutors of the
case -- see below) on the charge that our behavior or expression
seriously and adversely affects the University mission or
the Church. Examples would include expression with students
or in public that: 1. Contradicts or opposes, rather than
analyzes or discusses, fundamental Church doctrine or policy;
2. Deliberately attacks or derides the Church or its general
leaders. . . . The ultimate responsibility to determine harm
to the University mission or the church, however, remains
vested in the University's governing bodies -- including the
University president and central administration and, finally,
the board of Trustees. (Statement on Academic Freedom at Brigham
Young University)
The three cases we document here are examples
of actions by our administration that have contributed to
a climate of distrust and fear on campus. It is virtually
impossible to criticize decisions of those who run the University
without being branded "advocates of the adversary" (Pres.
Bateman, Daily Universe Interview) and thus being defined
as those whose actions seriously and adversely affect the
University's mission.
We see our role in quite different terms,
as the kind of open and productive criticism and argumentation
that foster good thinking and moral decision making. We founded
the BYU Chapter of the AAUP last year hoping to contribute
constructively to a University to which we are devoted and
to which we have given our best efforts over many years. We
present the following information in that spirit.
Members of the BYU Chapter of the American
Association of University Professors
|
2000-11-12 |
|
|