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Monday, January 5, 2026

History of Twitter

From Wikipedia, the free encyclopedia
https://en.wikipedia.org/wiki/History_of_Twitter

Jack Dorsey first began to develop his early idea for the social media site Twitter in 2006 while working at early Internet tech company Odeo. After it spun off in 2007 and expanded rapidly after that, Twitter became a significant component of global society. It became a key part of politics and international relations but was also banned or blocked in some countries.

Twitter went public in 2013 and continued to expand. The COVID-19 pandemic challenged Twitter's handling of misinformation on the platform. Elon Musk took Twitter private in 2022 and later changed the name of the service to X.

Background

TXTMob was one of the example services which was used as a model for the service Twitter when it was originally created.

Twitter's origins lie in a "daylong brainstorming session" held by board members of the podcasting company Odeo. Jack Dorsey, then an undergraduate student, introduced the idea of an individual using an SMS service to communicate with a small group. The original project code name for the service was twttr, an idea that Evan Williams later ascribed to Noah Glass, inspired by Flickr and the five-character length of American SMS short codes. The decision was also partly due to the fact that the domain twitter.com was already in use, and it was six months after the launch of twttr that the crew purchased the domain and changed the name of the service to Twitter. The developers initially considered "10958" as the service's short code for SMS text messaging, but later changed it to "40404" for "ease of use and memorability".

2006–2007

A sketch, c. 2006, by Jack Dorsey, envisioning an SMS-based social network

Work on the project which would become Twitter started in February 2006. In March 2006 Dorsey published the first Twitter post: "just setting up my twttr."

Dorsey has explained the origin of the "Twitter" title:

...we came across the word "twitter", and it was just perfect. The definition was "a short burst of inconsequential information", and "chirps from birds". And that's exactly what the product was.

The first Twitter prototype, developed by Dorsey and contractor Florian Weber, was used as an internal service for Odeo employees. The full version was introduced publicly on July 15, 2006. In October 2006, Biz Stone, Evan Williams, Dorsey, and other members of Odeo formed Obvious Corporation and acquired Odeo, together with its assets—including Odeo.com and Twitter.com—from the investors and shareholders. Williams fired Glass, who was silent about his part in Twitter's startup until 2011. Twitter spun off into its own company in April 2007.

Williams provided insight into the ambiguity that defined this early period in a 2013 interview:

With Twitter, it wasn't clear what it was. They called it a social network, they called it microblogging, but it was hard to define, because it didn't replace anything. There was this path of discovery with something like that, where over time you figure out what it is. Twitter actually changed from what we thought it was in the beginning, which we described as status updates and a social utility. It is that, in part, but the insight we eventually came to was Twitter was really more of an information network than it is a social network.

In 2006 Iconfactory was developing a twitter application called "Twitterrific" and developer Craig Hockenberry began a search for a shorter way to refer to "Post a Twitter Update." In 2007 they began using "twit" before Twitter developer Blaine Cook suggested that "tweet" be used instead.

The use of the hashtag appeared in 2007, introduced by Chris Messina. Messina struggled to get Twitter executives to adopt his idea but was eventually successful in convincing Twitter to trial the idea. Messina drew inspiration from Internet Relay Chat and Jaiku however the way it was implemented on Twitter was unique. Initial reactions to the hashtag were mixed.

2007–2010

The tipping point for Twitter's popularity was the 2007 South by Southwest Interactive (SXSWi) conference. During the event, Twitter usage increased from 20,000 tweets per day to 60,000. "The Twitter people cleverly placed two 60-inch plasma screens in the conference hallways, exclusively streaming Twitter messages," remarked Newsweek's Steven Levy. "Hundreds of conference-goers kept tabs on each other via constant twitters. Panelists and speakers mentioned the service, and the bloggers in attendance touted it." Reaction at the conference was highly positive. Twitter staff received the festival's Web Award prize with the remark "we'd like to thank you in 140 characters or less. And we just did!"

Elon Musk joined Twitter as a user in 2009. The company experienced rapid initial growth. In 2009, Twitter won the "Breakout of the Year" Webby Award. On November 29, 2009, Twitter was named the Word of the Year by the Global Language Monitor, declaring it "a new form of social interaction". In February 2010, Twitter users were sending 50 million tweets per day. By March 2010, the company recorded over 70,000 registered applications. As of June 2010, about 65 million tweets were posted each day, equaling about 750 tweets sent each second, according to Twitter. As of March 2011, that was about 140 million tweets posted daily. As noted on Compete.com, Twitter moved up to the third-highest-ranking social networking site in January 2009 from its previous rank of twenty-second.

Jack Dorsey, co-founder and former CEO of Twitter, in 2009

Twitter's usage spikes during prominent events. For example, a record was set during the 2010 FIFA World Cup when fans wrote 2,940 tweets per second in the thirty-second period after Japan scored against Cameroon on June 14, 2010. The record was broken again when 3,085 tweets per second were posted after the Los Angeles Lakers' victory in the 2010 NBA Finals on June 17, 2010, and then again at the close of Japan's victory over Denmark in the World Cup when users published 3,283 tweets per second. The record was set again during the 2011 FIFA Women's World Cup Final between Japan and the United States, when 7,196 tweets per second were published. When American singer Michael Jackson died on June 25, 2009, Twitter servers crashed after users were updating their status to include the words "Michael Jackson" at a rate of 100,000 tweets per hour. The current record as of August 3, 2013, was set in Japan, with 143,199 tweets per second during a television screening of the movie Castle in the Sky (beating the previous record of 33,388, also set by Japan for the television screening of the same movie).

In June 2009, St. Louis Cardinals manager Tony La Russa sued Twitter for trade infringement and cybersquatting after an unknown user impersonated him and made vulgar posts. The lawsuit was settled, and Twitter introduced "Verified Accounts" later that year. Also in 2009, Ashton Kutcher's Twitter account became the first one with a million followers.

Twitter played a major role in the 2009 Iranian presidential election protests.

The first unassisted off-Earth Twitter message was posted from the International Space Station by NASA astronaut T. J. Creamer on January 22, 2010. By late November 2010, an average of a dozen updates per day were posted on the astronauts' communal account, @NASA_Astronauts. NASA has also hosted over 25 "tweetups", events that provide guests with VIP access to NASA facilities and speakers with the goal of leveraging participants' social networks to further the outreach goals of NASA.

Twitter acquired application developer Atebits on April 11, 2010. Atebits had developed the Apple Design Award-winning Twitter client Tweetie for the Mac and iPhone. The application became the official Twitter client for the iPhone, iPad and Mac.

In 2010 the Library of Congress archived all Tweets back to 2006 and began archiving all new tweets. Only the text of tweets were archived; they do not include videos, images, or linked content. They switched to archiving tweets on a selected basis similar to their treatment of other media in 2018.

2010–2014

Logo used from 2012 to 2023

From September through October 2010, the company began rolling out "New Twitter", an entirely revamped edition of twitter.com. Changes included the ability to see pictures and videos without leaving Twitter itself by clicking on individual tweets which contain links to images and clips from a variety of supported websites, including YouTube and Flickr, and a complete overhaul of the interface, which shifted links such as '@mentions' and 'Retweets' above the Twitter stream, while 'Messages' and 'Log Out' became accessible via a black bar at the very top of twitter.com. As of November 1, 2010, the company confirmed that the "New Twitter experience" had been rolled out to all users. In 2019, Twitter was announced to be the 10th most downloaded mobile app of the decade, from 2010 to 2019.

Twitter played an important role in the Arab Spring across the Middle East and North Africa.

On April 5, 2011, Twitter tested a new homepage and phased out the "Old Twitter". However, a glitch came about after the page was launched, so the previous "retro" homepage was still in use until the issues were resolved; the new homepage was reintroduced on April 20. On December 8, 2011, Twitter overhauled its website once more to feature the "Fly" design, which the service says is easier for new users to follow and promotes advertising. In addition to the Home tab, the Connect and Discover tabs were introduced along with a redesigned profile and timeline of Tweets. The site's layout has been compared to that of Facebook. On February 21, 2012, it was announced that Twitter and Yandex agreed to a partnership. Yandex, a Russian search engine, finds value within the partnership due to Twitter's real-time news feeds. Twitter's director of business development explained that it is important to have Twitter content where Twitter users go. On March 21, 2012, Twitter celebrated its sixth birthday by announcing that it had 140 million users, a 40% rise from September 2011, who were sending 340 million tweets per day. In April 2012, Twitter announced that it was opening an office in Detroit, with the aim of working with automotive brands and advertising agencies. Twitter also expanded its office in Dublin.

In March 2011, a cobra escaped from the Bronx Zoo; soon after, a parody Twitter account for the cobra appeared using the handle "@BronxZoosCobra," which soon amassed a large number of followers. The snake was on the loose for a week before being recaptured, during which time the account tweeted regularly. This parody account led to increased interest in parody accounts on Twitter in general.

On June 5, 2012, a modified logo was unveiled through the company blog, removing the text to showcase the slightly redesigned bird as the sole symbol of Twitter. On December 18, 2012, Twitter announced monthly active users had increased 42% in the proceeding nine months and now surpassed 200 million.

In December 2012 Pope Benedict XVI joined Twitter with the account name "@pontifex." The account answers questions which are posed to it using the hashtag "askpontifex."

In 2012 "tweet" was added to the Oxford English DictionaryVine, a short video service, was launched in 2013.

On January 28, 2013, Twitter acquired Crashlytics in order to build out its mobile developer products. On April 18, 2013, Twitter launched a music app called Twitter Music for the iPhone. On August 28, 2013, Twitter acquired Trendrr, followed by the acquisition of MoPub on September 9, 2013. As of September 2013, the company's data showed that 200 million users sent over 400 million tweets daily, with nearly 60% of tweets sent from mobile devices.

In April 2013 the Syrian Electronic Army hacked the Twitter account of the Associated Press. The attack had a significant short-term impact on the stock market. In October they hacked the account of Barack Obama.

During Super Bowl XLVII on February 3, 2013, when the power went out in the Superdome Mondelez International, Kraft Foods vice president Lisa Mann was asked to tweet, "You can still dunk in the dark", referring to Oreo cookies. She approved, and as she told Ad Age in 2020, "literally the world [had] changed when I woke up the next morning." This became a milestone in the development of commenting daily on culture.

Twitter went public in 2013 through an initial public offering (IPO). The IPO raised US$1.8 billion.

2014–2020

"2.5D" parallax scrolling of city buildings

2014 was a hard year for Twitter with analysts and the market both pessimistic about the company.

In April 2014, Twitter underwent a redesign that made the site resemble Facebook somewhat, with a profile picture and biography in a column left to the timeline, and a full-width header image with parallax scrolling effect. That layout was used as the main for the desktop front end until July 2019, undergoing changes over time such as the removal of shortcut buttons to jump to the previous or next tweet in early 2017, and rounded profile pictures since June 2017. Twitter still struggled to turn a profit.

In April 2015, the Twitter.com desktop homepage changed. Later in the year it became apparent that growth had slowed.

In September 2016, Twitter shares rose 20% after a report that it had received takeover approaches. Potential buyers were Alphabet (the parent company of Google), Microsoft,Salesforce.com, Verizon, and The Walt Disney Company. Twitter's board of directors were open to a deal, which could have come by the end of 2016. However, no deal was made, with reports in October stating that all the potential buyers dropped out partly due to concerns over abuse and harassment on the service.

In 2017 Elon Musk first tweeted his interest in acquiring Twitter. In June 2017, Twitter revamped its dashboard to improve the new user experience. Vine was shut down in 2017.

On April 29, 2018, the first commercial tweet from space was sent by Solstar utilizing solely commercial infrastructure during a New Shepard flight. In May 2018, Twitter announced that tweet replies deemed by an algorithm to be detractive from the conversation would initially be hidden and only load by actuating a "Show more replies" element at the bottom.

Moderation of terrorism and violent extremism on the platform was a significant challenge with Twitter suspending more than a million accounts on terrorism grounds from 2015 to 2018.

In 2018 the tweet size limit was raised from 140 characters to 280 characters. This change was trialed in 2017.

In 2019, Twitter released another redesign of its user interface.

2020–2022

The two tweets on May 26, 2020, from President Trump that Twitter had marked "potentially misleading" (inserting the blue warning icon and "Get the facts..." language) that led to the executive order

Twitter experienced considerable growth during the COVID-19 pandemic in 2020. The platform also was increasingly used for misinformation related to the pandemic. This combination posed a significant challenge to Twitter, as a result they started marking tweets which contained misleading information, and adding links to fact-checks. Twitter was not always successful in marking and/or removing misinformation and on a number of occasions marked factual information as misinformation. COVID and Twitter also presented science communicators with a mix of challenges and opportunities.

In May 2020, Twitter moderators marked two tweets from U.S. President Donald Trump as "potentially misleading" and linked to a fact-check. Trump responded by signing an executive order to weaken Section 230 of the Communications Decency Act, which limits social media sites' liability for content moderation decisions. After the January 6 United States Capitol attack, Twitter banned Trump, claiming that he violated "the glorification of violence policy". The ban drew criticism from American conservatives and European leaders, who saw it as an interference on freedom of speech.

In 2020, Chinese foreign ministry spokesperson Zhao Lijian pushed conspiracy theories about the pandemic on Twitter, which is blocked in mainland China but is used as a public diplomacy tool by Chinese officials to promote the Chinese government and defend it from criticism. China's ambassador to South Africa also made these claims on Twitter. In May 2020, Twitter placed fact-check labels on two of the Chinese government tweets which had falsely suggested that the virus originated in the US and was brought to China by the Americans. In January 2021, Hua Chunying renewed the conspiracy theory from Zhao that the SARS-CoV-2 virus originated in the United States from the U.S. military biology laboratory Fort Detrick. Hua continued to refer to it on Twitter, while asking the government of the United States to open up Fort Detrick for further investigation to determine if it is the source of the SARS-CoV-2 virus.

In April 2021, Twitter announced that it was establishing its African headquarters in Ghana. On June 5, 2021, the Nigerian government issued an indefinite ban on Twitter usage in the country, citing "misinformation and fake news spread through it have had real world violent consequences", after the platform removed tweets made by the Nigerian President Muhammadu Buhari. Nigeria's ban was criticized by Amnesty International.

In 2021, Twitter began the research phase of Bluesky, an open source decentralized social media protocol where users can choose which algorithmic curation they want. The same year, Twitter also released Twitter Spaces, a social audio feature; "super follows", a way to subscribe to creators for exclusive content; and a beta of "ticketed Spaces", which makes access to certain audio rooms paid. Twitter unveiled a redesign in August 2021, with adjusted colors and a new Chirp font, which improves the left-alignment of most Western languages.

In June 2022, Twitter announced a partnership with e-commerce giant Shopify, and its plans to launch a sales channel app for U.S. Shopify merchants.

On August 23, 2022, the contents of a whistleblower complaint by former information security head Peiter Zatko to the United States Congress were published. Zatko had been fired by Twitter in January 2022. The complaint alleges that Twitter failed to disclose several data breaches, had negligent security measures, violated United States securities regulations, and broke the terms of a previous settlement with the Federal Trade Commission over the safeguarding of user data. The report also claims that the Indian government forced Twitter to hire one of its agents to gain direct access to user data.

Acquisition by Elon Musk

Elon Musk in 2023 at an AI Summit at Bletchley Park

Elon Musk initiated an acquisition of the American social media company Twitter, Inc. on April 14, 2022, and concluded it on October 27, 2022. Musk had begun buying shares of the company in January 2022, becoming its largest shareholder by April with a 9.1 percent ownership stake. Twitter invited Musk to join its board of directors, an offer he initially accepted before declining. On April 14, Musk made an unsolicited offer to purchase the company, to which Twitter's board responded with a "poison pill" strategy to resist a hostile takeover before unanimously accepting Musk's buyout offer of $44 billion on April 25. Musk stated that he planned to introduce new features to the platform, make its algorithms open-source, combat spambot accounts, and promote free speech, framing the acquisition as the cornerstone of X, an "everything app".

In July, Musk announced his intention to terminate the agreement, asserting that Twitter had breached their agreement by refusing to crack down on spambot accounts. The company filed a lawsuit against Musk in the Delaware Court of Chancery shortly thereafter, with a trial scheduled for the week of October 17. Weeks before the trial was set to begin, Musk reversed course, announcing that he would move forward with the acquisition. The deal closed on October 28, with Musk immediately becoming Twitter's new owner and CEO. Twitter was taken private and merged into a new parent company named X Corp. Musk promptly fired several top executives, including previous CEO Parag Agrawal. Musk has since proposed several reforms to Twitter and laid off half of the company's workforce. Hundreds of employees then resigned from the company after Musk issued an ultimatum demanding they commit to "extremely hardcore" work. Linda Yaccarino was appointed CEO of X Corp. In July 2023, the Twitter service was rebranded as X.

Reactions to the buyout were mixed, with praise for Musk's planned reforms and vision for the company, particularly his calls for greater free speech, but criticism over fears of a potential rise in misinformation and disinformation, harassment, and hate speech on the platform. Within the United States, conservatives have largely supported the acquisition, while many liberals and former Twitter employees have voiced concerns about Musk's intentions. Since becoming owner, Musk has faced backlash for his handling of the company and account suspensions, including the December 2022 suspensions of ten journalists.

Post-acquisition

Elon Musk completed his acquisition of Twitter in October 2022; Musk acted as CEO of Twitter until June 2023 when he was succeeded by Linda Yaccarino. Twitter was rebranded to X on July 23, 2023, and its domain name changed from twitter.com to x.com on May 17, 2024. Yaccarino resigned on July 9, 2025.

Now operating as X, the platform closely resembles its predecessor but includes additional features such as long-form texts, account monetization options, audio-video calls, integration with xAI's Grok chatbot, job search, and a repurposing of the platform's verification system as a subscription premium. Several legacy Twitter features were removed from the site after Musk acquired Twitter, including Circles, NFT profile pictures, and the experimental pronouns in profiles feature. Musk's aims included transforming X into a "digital town square" and an "everything app" akin to WeChat.

X has faced significant controversy post-rebranding. Issues such as the release of the Twitter Files, suspension of ten journalists' accounts, and labeling media outlets as "state-affiliated" and restricting their visibility have sparked criticism. Despite Musk stepping down as CEO, X continues to struggle with challenges such as viral misinformationhate speech (especially antisemitism), and child pornography. In response to allegations it deemed unfair, X Corp. has pursued legal action against nonprofit organizations Media Matters and the Center for Countering Digital Hate.

Diversity, equity, and inclusion

From Wikipedia, the free encyclopedia
Simplified abstract illustration of diversity, equity, and inclusion

Diversity, equity, and inclusion (DEI) are organizational frameworks that seek to promote the fair treatment and full participation of all people, particularly groups who have historically been underrepresented, marginalized, or subject to discrimination based on identity or disability. These three notions (diversity, equity, and inclusion) together represent "three closely linked values", which organizations seek to institutionalize through DEI frameworks.

Diversity refers to the presence of variety within the organizational workforce in characteristics, such as race, gender, ethnicity, sexual orientation, disability, age, culture, class, veteran status, or religionEquity refers to concepts of fairness and justice, such as fair compensation and substantive equality. More specifically, equity usually also includes a focus on societal disparities, allocating resources, "decision making authority to groups that have historically been disadvantaged," and taking "into consideration a person's unique circumstances, adjusting treatment accordingly so that the end result is equal." Inclusion refers to creating an organizational culture that creates an experience where "all employees feel their voices will be heard" and a sense of belonging and integration.

DEI policies are often used by managers to increase the productivity and collaborative efforts of their workforce and to reinforce positive communication. While DEI is most associated with non-elected government or corporate environments, it's commonly implemented within many types of organizations, such as charitable organizations, schools, and hospitals. DEI policies often include certain training efforts, such as diversity training.

DEI efforts and policies have generated criticism and controversy. Some criticism has been directed at the specific effectiveness of its tools and its effects on free speech and academic freedom, while other criticism has related to broader political or philosophical objections. In addition, the term "DEI" has gained traction among conservative groups as a derogatory term for minority groups in the United States.

Other terminology and extensions

An extended version of the DEI concept, known as "diversity, equity, inclusion, and accessibility" (DEIA, IDEA, or DEAI), explicitly names accessibility as one of the aspects to be paid attention to in frameworks and policies that aim at the fair treatment and full participation of all.

The concepts of DEI predate the terminology, and variations sometimes include terms such as "belonging", "justice", and "accessibility". As such, frameworks such as "inclusion and diversity" (I&D); "diversity, equity, inclusion, and belonging" (DEIB); and "justice, equity, diversity, and inclusion" (JEDI or EDIJ) exist.

In the United Kingdom, the term "equality, diversity, and inclusion" (EDI) is used in a similar way.

History in the United States

Early history

Early DEI efforts included preferential hiring and treatment of veterans of the US Civil War, their widows, and orphans, in 1865. In 1876, this was amended to give preference to veterans during a Reduction in Force. In 1921 and 1929, executive orders by presidents Coolidge and Harding established ten-point preference for veterans towards exams and hiring criteria for federal employment. In 1944, the Veterans' Preference Act codified the previous executive orders, clarified criteria, and included special hiring provisions for disabled veterans. Later amendments added veterans from conflicts after World War II, special provisions for the mothers of disabled or deceased veterans, and job-specific training for veterans entering the federal or private workforce.

In 1936, President Franklin D. Roosevelt signed the Randolph-Sheppard Act, which mandated the federal government to give preference to purchase products made by the blind, and established the Committee on Purchases of Blind Made Products. The 1971 Javits–Wagner–O'Day Act expanded the Randolph-Sheppard act and changed the name to The Committee for Purchase from People Who Are Blind or Severely Disabled (now AbilityOne). Blind-made products are used throughout the federal government, and include brands such as Skillcraft, ARC Diversified, Austin Lighthouse, and Ability One.

Other DEI policies include Affirmative Action. The legal term "affirmative action" was first used in "Executive Order No. 10925", signed by President John F. Kennedy on 6 March 1961, which included a provision that government contractors "take affirmative action to ensure that applicants are employed, and employees are treated [fairly] during employment, without regard to their race, creed, color, or national origin". It was used to promote actions that achieve non-discrimination. In September 1965, President Lyndon Johnson issued Executive Order 11246 which required government employers to "hire without regard to race, religion and national origin" and "take affirmative action to ensure that applicants are employed and that employees are treated during employment, without regard to their race, color, religion, sex or national origin." The Civil Rights Act of 1964 prohibited discrimination based on race, color, religion, sex or national origin. Neither executive order nor The Civil Rights Act authorized group preferences. The Senate floor manager of the bill, Senator Hubert Humphrey, declared that the bill "would prohibit preferential treatment for any particular group" adding "I will eat my hat if this leads to racial quotas."

More recently, concepts have moved beyond discrimination to include diversity, equity, and inclusion as motives for preferring historically underrepresented groups. In the famous Bakke decision of 1978, Regents of the University of California v. Bakke, diversity became a constitutional law factor. The Supreme Court ruled that racial quotas were illegal, but it was allowable to consider race as a plus factor when trying to foster "diversity" in their classes.

1980s

Diversity themes gained momentum in the mid-1980s. At a time when President Ronald Reagan discussed dismantling equality and affirmative action laws in the 1980s, equality and affirmative action professionals employed by American firms along with equality consultants engaged in establishing the argument that a diverse workforce should be seen as a competitive advantage rather than just as a legal constraint. Their message was not to promote diversity because it is a legal mandate but because it is good for business. From then on, researchers started to test a number of hypotheses on the business benefits of diversity and diversity management, known as the business case of diversity.

1990s

In 1990, President George H. W. Bush signed the Americans with Disabilities Act, which requires employers to provide reasonable accommodations to employees with disabilities, and imposes accessibility requirements on public accommodations. President Bill Clinton signed the Veterans Employment Opportunities Act in 1998. It helps eligible veterans access federal job opportunities by allowing them to compete for positions typically open only to current federal employees and by reinforcing veterans' preference in hiring. It also protects veterans from discrimination in federal employment and provides a process for addressing violations of their rights.

Since 2000

By 2003, corporations spent $8 billion annually on diversity. In 2009, in response to calls for the US government to do more for disabled veterans returning from the conflicts in Iraq and Afghanistan President Barack Obama signed executive order 13518, which established the Veterans Employment Initiative to enhance recruitment and retention of veterans in the federal workforce by creating a comprehensive framework to support their transition into civilian employment. It directed federal agencies to increase veteran hiring (especially disabled veterans), set goals for improvement, and establish the Veterans Employment Program Office to provide assistance and resources for veterans in civilian employment. In 2011, Barack Obama signed Executive Order 13583 concerning diversity and inclusion. After the election of Donald Trump in 2016 and the ascent of the #MeToo and Black Lives Matter movements, Time magazine stated in 2019 that the DEI industry had "exploded" in size. Within academia, a 2019 survey found that spending on DEI efforts had increased 27 percent over the five preceding academic years.

In support of DEI hiring during the first term of Donald Trump, the Office of Civil Rights of the Federal Aviation Authority FAA on Thursday, April 11, 2019, announced a pilot program to help prepare people with disabilities for careers in air traffic operations, which identifies specific opportunities for people with targeted disabilities, to facilitate their entry into a more "diverse and inclusive" workforce in a standard public opening for air traffic controller jobs at the Air Route Traffic Control Center (ARTCC) with the potential to be appointed to a temporary ATCS position at the FAA Academy.

A 2020 estimate by Global Industry Analysts placed the size of the global diversity and inclusion market at $7.5 billion, of which $3.4 billion was in the United States. Global Industry Analysts projected that the global market would reach $17.2 billion by 2027.

In 2021, Joe Biden signed several executive orders concerning DEI, including Executive Order 13985 and Executive Order 14035. In 2021, New York magazine stated that "the business became astronomically larger than ever" after the murder of George Floyd in May 2020. The Economist has also stated that surveys of international companies indicate that the number of people hired for jobs with "diversity" or "inclusion" in the title more than quadrupled since 2010.

In 2023, The Supreme Court explicitly rejected affirmative action regarding race in college admissions in Students for Fair Admissions v. Harvard. The Court held that affirmative action programs "lack sufficiently focused and measurable objectives warranting the use of race, unavoidably employ race in a negative manner, involve racial stereotyping, and lack meaningful endpoints. We have never permitted admissions programs to work in that way, and we will not do so today".

As of 2024, affirmative action in the United States had been increasingly replaced by emphasis on diversity, equity, and inclusion, while nine states explicitly banned affirmative action use in the employment process.

In 2024 and 2025, several large American companies scaled back or ended their DEI programs, owing to pressure from President Trump and his administration and, in some cases, related policies, such as participation in the Corporate Equality Index. These included GoogleBoeing, Disney, Walmart, Meta, Amazon, McDonald's, Ford, Lowe's, Harley-Davidson, John Deere, Tractor Supply, Target, Toyota, and PBS. Generally, these companies said they will continue to foster a safe and inclusive workplace, while ending or reducing policies, initiatives, or programs that specifically take note of protected status. In this period, other companies reaffirmed their commitment to DEI, including Apple, Ben & Jerry's, Delta Air Lines, Deutsche Bank, Microsoft, JPMorgan Chase, Goldman Sachs, Costco and the National Football League.

United States government purge

In January 2025, President Donald Trump called DEI efforts "illegal and immoral discrimination programs" and "public waste" in his January 20 executive order, rescinded Executive Order 11246 on January 21, demanding that all governmental DEI programs be shut down by January 23, and placed employees on administrative leave and eventual layoff.

In early February 2025, a lawsuit was filed against Trump's executive orders, arguing that they were unconstitutional. In March, the United States Court of Appeals for the Fourth Circuit paused the lower court's nationwide preliminary injunction and permitted the enforcement of the executive orders pending the outcome of the appeal.

References to women, people of color, and LGBTQ individuals have been scrubbed from federal websites, image archives, and physical installations.

U.S. government departments have ordered probes of organizations that practice DEI, including hospitals, universities, federal contractors, and media companies. They have also pressured foreign companies with U.S. government contracts to comply with the order, drawing ire from foreign officials.

Rationale

Affirmative action is intended to promote the opportunities of defined minority groups within a society to give them equal access to that of the majority population. The philosophical basis of the policy has various rationales, including, but not limited to, compensation for past discrimination, correction of current discrimination, and the diversification of society. It is often implemented in governmental and educational settings to ensure that designated groups within a society can participate in all promotional, educational, and training opportunities.

The stated justification for affirmative action by its proponents is to help compensate for past discrimination, persecution or exploitation by the ruling class of a culture, and to address existing discrimination. In a business environment, increased workforce diversity has been found to be associated with increased performance.

Methods and arguments

In a 2018 article, proponents of DEI argued that because businesses and corporations exist within a larger world, they cannot be completely separated from the issues that exist in society. Therefore, the authors argue the need for DEI to improve coworker relations and teamwork.

As of 2022, many academic institutions in the US have also started making commitments to DEI in different ways, including creating documents, programs, and appointing dedicated staff members especially in the US. Many accreditation agencies now require supporting DEI. As of 2014, information on DEI for both students and professors was widespread in colleges and universities, with many schools requiring training and meetings on the topic. Many scholarships and opportunities at universities even have a secondary purpose of encouraging diversity. Critics argue diversity in higher education can be difficult, with diverse students often feeling reduced to fulfilling a "diversity quota", which can carry a high emotional tax. However, research has shown that discussing DEI in the classroom improves students' critical thinking skills, and leads to improved academic achievement in members of both majority and minority groups, among other benefits.

Within healthcare, DEI reflective groups have been used to enhance the cultural sensitivity within mental health professionals. Such reflective spaces help improve mental health professionals' reflexivity and awareness of DEI-related issues both within direct clinical work with clients, their families, and wider systems, as well as within professional supervision and teams.

Corporate

Diversity management as a concept appeared and gained momentum in the US in the mid-1980s. Equality and affirmative action professionals employed by US firms along with equality consultants, engaged in establishing the argument that a diverse workforce should be seen as a competitive advantage rather than just as a legal constraint. Their message was: do not promote diversity because it is a legal mandate, but because it is good for business.

Following the murder of George Floyd in 2020, some companies made substantial commitments to racial equity by establishing dedicated diversity, equity, and inclusion teams. In early 2024, the Washington Post reported that there is a trend in corporate America to reduce DEI positions and delegate the work to external consultants. The number of DEI jobs reached its highest point in early 2023, but subsequently decreased by 5 percent that year and has further shrunk by 8 percent in 2024. The attrition rate for DEI roles has been approximately twice as high as that of non-DEI positions. Companies that rolled back their DEI initiatives cited the 2023 Supreme Court's decision in Students for Fair Admissions v. Harvard and similar actions of other companies. The scaling back of DEI initiatives has aligned with a rise in legal challenges and political opposition to systematic endeavors aimed at enhancing racial equity. Diversity management can be seen to "leverage organisational diversity to enhance organisational justice and achieve better business outcomes".

Several reports and academic studies have found a correlation between financial benefits and DEI, while other studies dispute these claims. At an aggregate level, a 2013 study found that birth country diversity of the labor force positively impacts a nation's long term productivity and income. Firm-level research has provided conditional support to the proposal that workforce diversity per se brings business benefits with it. In short, whether diversity pays off or not depends on environmental factors, internal or external to the firm. Recent work published in 2024 showed that there is a plausibly causal link (not only a correlation) between workforce gender diversity and financial performance in major firms.

In August 2021, the US Securities and Exchange Commission (SEC) approved Nasdaq's proposed rules requiring listed companies to ensure women and minority directors were on their boards or provide an explanation of why they were not. In December 2024, the US Court of Appeals for the Fifth Circuit held in Alliance for Fair Board Recruitment v. SEC that the SEC lacked the authority to approve these rules. A California judge held in 2022 that a similar board diversity law violated the California Constitution.

Political and public reaction in the U.S.

K-12 Schools

On January 29, 2025, the elected President, Donald Trump, made a statement on the White House's website regarding DEI in K-12 schools as anti-American and disregarding parental oversight. In the article, Trump writes that federal funding shall be given to K-12 schools adhering to anti-discrimination policies such as Title IV of the Civil Rights Act, Title IX, FERPA, and PPRA. The Department of Education sent out certification letters on April 3, 2025 that schools across North America have 10 days to return in order to maintain federal financial assistance.

U.S. District Judge Gallagher would join two other federal judges who blocked the initiatives behind the DEI ban on April 24, 2025, ruling it as unconstitutionally vague.

While some believe DEI included in school curriculums are favoring one identity or community over another, there have been arguments that DEI in schools can be beneficial for student development, as shown by research, finding that student participation in DEI practices can improve overall achievement levels. There is also various other research that provides statistics based on the effectiveness and outcomes for DEI in K-12 schools.

Higher education

Since 2023, Republican-dominated US state legislatures have considered bills against DEI efforts, primarily at state colleges and universities. That change has been taking place amid heavy legal pressures. The Supreme Court in June 2023 upended equal protection law with its decision in Students for Fair Admissions v. Harvard, eliminating the use of affirmative action in college admissions, but did not directly affect employers. Since then conservative activists organized in the states to dismantle race-conscious policies in various aspects of the economy.

The Chronicle of Higher Education has tracked over 80 bills introduced in state legislatures since 2023. Of these eight have become law, 25 failed to pass, and the rest are pending. Two bills became law in Florida and Texas; and one each in North Carolina, North Dakota, Tennessee, and Utah. Florida now prohibits public colleges from requiring "political loyalty tests" as a condition of employment, admission, or promotion. The other Florida law prohibits public colleges from spending state or federal funds on DEI, unless required by federal law. One Texas law prohibits DEI practices or programs, including training, that are not in compliance with the state Constitution regarding equality. The other law bans DEI offices and staff, as well as mandatory diversity training. It also bans identity-based diversity statements that give preference regarding race or sex.

Entertainment and media

In 2020, several prominent actors and directors criticized diversity standards, such as at the Academy Awards. Beginning in 2024, to be eligible for a best-picture nomination at the Academy Awards, a film must meet two of four diversity standards in order to qualify.

In 2023, Actor Richard Dreyfuss stated the Academy Award's diversity and inclusion standards "make me vomit", arguing that art should not be morally legislated. Several major film directors, who are voting members of the Academy Awards, anonymously expressed their opposition to the new diversity standards to The New York Post, with one describing them as "contrived". Film critic Armond White attacked the new standards as "progressive fascism", comparing them to the Hays Code.

In 2021, Conservative media sources, such as National Review, have been frequent critics of DEI, with contributor George Leff arguing it is authoritarian and anti-meritocratic.

Politics

In the 2020s, DEI came into the spotlight in American politics, especially in state legislatures in Texas and other Republican-controlled states. Several states are considering or have passed legislation targeting DEI in public institutions. In March 2023, the Texas House of Representatives passed a bill with a rider banning the use of state funds for DEI programs in universities and colleges. In May 2023, Texas passed legislation banning offices and programs promoting DEI at publicly funded colleges and universities. In Iowa, a bill to ban spending on DEI in public universities was also advanced in March 2023.

Several prominent Republicans positioned themselves as critics, including Florida Governor Ron DeSantis, Texas Governor Greg Abbott, and 2024 presidential candidate Vivek Ramaswamy. In January 2024, the Florida Board of Education banned federal or state money being used toward DEI programs in universities.

After the 2024 election, DEI has also produced a growing divide inside the Democratic Party. Rep. Adam Smith, ranking Democrat on the U.S. House Committee on Armed Services, for instance, stated that DEI efforts go "off the beam, to my mind, when they imply that racism, bigotry and settler colonialism is the unique purview of white people. ... You don't need to imply that all white people are racists, and that all white people are oppressors".

Military

Another significant point of political controversy has been the implementation of DEI frameworks in the military, with Republican politicians frequently criticizing the efforts as "divisive", and as harming military efficiency and recruiting, while Democrats have defended it as beneficial and strengthening. In July 2023, the House of Representatives voted to ban all DEI offices and initiatives within the Pentagon and military along partisan lines, with all Democrats and four Republican members also opposing. The Senate, under Democratic control, has not acted as of 2023. Students for Fair Admissions, which successfully challenged race-based admissions in public universities in a 2023 Supreme Court case, sued the military academies after the Court excluded those institutions from its ruling. In January 2025, Donald Trump signed an executive order requiring U.S. military academies to end affirmative action in admissions; the order was implemented the next month.

Public boycotts

Political opposition to corporate DEI efforts in the United States, particularly marketing criticized as "woke", have led to calls for boycotts of certain companies by activists and politicians; with notable examples being Disney, Target, Anheuser-Busch, and Chick-fil-A. Commentator Jonathan Turley of The Hill described such boycotts as resulting "some success".

Some of these companies' responses to the controversies have, in turn, sparked criticism from progressives of walking back or failing DEI commitments.

Public opinion

A June 2024 poll by The Washington Post and Ipsos found that 6 in 10 Americans believed that diversity, equity, and inclusion programs are "a good thing". A September 2024 poll by the Human Rights Campaign found that 80% of LGBTQ Americans would boycott a company that repealed its DEI programs and 19% would quit their job if their place of employment did.

A 2025 poll by Axios found that more than 50% of Americans across all demographics surveyed said that DEI initiatives had made "no impact" on their jobs. Of those who said it did have an impact, a majority in almost all demographics said DEI had "benefited" their job rather than "hindered" it.

Criticism and controversy in the United States

2024 work by the United States Senate Committee on Commerce, Science, and Transportation criticizing DEI in the NSF

According to The Chronicle of Higher Education, institutions are making defensive adjustments to the criticism. Some schools are removing the word "diversity" from titles of offices and jobs; some are closing campus spaces set up for students according to identity; some are ending diversity training; and some have stopped asking all faculty and staff members for written affirmations of their commitment to diversity.

Diversity training

Diversity training, a common tool used in DEI efforts, has repeatedly come under criticism as being ineffective or even counterproductive. The Economist has stated that "the consensus now emerging among academics is that many anti-discrimination policies have no effect. What is worse, they often backfire." A regular claim is that these efforts mainly work to protect against litigation. A 2007 study of 829 companies over 31 years showed "no positive effects in the average workplace" from diversity training, while the effect was negative where it was mandatory. According to Harvard University professor in sociology and diversity researcher Frank Dobbin, "[O]n average, the typical all-hands-on-deck, 'everybody has to have diversity training' – that typical format in big companies doesn't have any positive effects on any historically underrepresented groups like black men or women, Hispanic men or women, Asian-American men or women or white women."

Contrary arguments for training are that, "implicit bias training is crucial for addressing racism, and bypassing it cannot be justified under the First Amendment. While free speech is a fundamental right, it is not absolute and must be balanced against public health needs, including combating systemic racism."

Mandatory diversity statements within academia

The use of mandatory "diversity statements" within academia, wherein an applicant or faculty member outlines their "past contributions", and plans "for advancing diversity, equity and inclusion" if hired, has become controversial and sparked criticism. Diversity statements have been a part of some academic hiring processes since at least 2001.

According to a 2022 survey conducted by the American Association of University Professors, one in five American colleges and universities include DEI criteria in tenure standards, including 45.6% of institutions with more than 5000 students. Some universities have begun to weigh diversity statements heavily in hiring processes. For example, University of California, Berkeley eliminated three-quarters of applicants for five faculty positions in the life sciences on the basis of their diversity statements in the hiring cycle of 2018–2019.

A 1,500-person survey conducted by Foundation for Individual Rights in Education (FIRE) reported that the issue is highly polarizing for faculty members, with half saying their view more closely aligns with the description of diversity statements as "a justifiable requirement for a job at a university", while the other half saw it as "an ideological litmus test that violates academic freedom". According to Professor Randall L. Kennedy at Harvard University, "It would be hard to overstate the degree to which many academics at Harvard and beyond feel intense and growing resentment against the DEI enterprise because of features that are perhaps most evident in the demand for DEI statements", adding "I am a scholar on the left committed to struggles for social justice. The realities surrounding mandatory DEI statements, however, make me wince".

Several U.S. states have implemented legislation to ban mandatory diversity statements. In 2024, MIT announced that diversity statements "will no longer be part of applications for any faculty positions" at the university, becoming the first major university to abandon the practice.

Equity versus equality

According to the University of Iowa DEI framework, "equity is different than equality in that equality implies treating everyone as if their experiences are exactly the same." A common identification, especially among critics, is of equality as meaning "equality of opportunities" and equity as "equality of outcome". This difference between equity and equality is also called Dilemma of Difference.

Effects on free speech and academic freedom

In the 2020s, high-profile incidents of campus conflict have sparked debate about the effect of DEI on the campus environment, academic freedom, and free speech. The 2021 cancelling of a Massachusetts Institute of Technology (MIT) guest lecture by University of Chicago astrophysicist Dorian Abbot after he criticized DEI programs led to media attention and controversy. As a result, MIT empaneled a committee to investigate the state of academic freedom at the university.

The 2023 suicide of former Toronto principal Richard Bilkszto led to a new wave of controversy surrounding DEI in the workplace and its impact on freedom of expression. Bilkszto had earlier filed a lawsuit against the Toronto District School Board in the wake of a 2021 incident at a DEI training seminar; Bilkszto was later diagnosed with "anxiety secondary to a workplace event", and claimed the session and its aftermath had destroyed his reputation. Bilkszto's lawyer has publicly linked this incident and its aftermath with his death. In the wake of Bilkszto's death, Ontario Minister of Education Stephen Lecce stated he had asked for a review and "options to reform professional training and strengthen accountability on school boards so this never happens again", calling Bilkszto's allegations before his death "serious and disturbing". Bilkszto's death generated international attention and renewed debate on DEI and freedom of speech. According to The Globe and Mail, the incident has also been "seized on by a number of prominent right-wing commentators looking to roll-back [DEI] initiatives." The anti-racism trainer involved in the incident has stated they welcome the review by Lecce, and stated that the incident has been "weaponized to discredit and suppress the work of people committed [to DEI]".

Antisemitism

Critics have argued that many organizations' DEI initiatives fail to promote the fair treatment and inclusion of Jewish people, or to take allegations of antisemitism within their organization as seriously as they would allegations of other kinds of bigotry. According to Andria Spindel of the Canadian Antisemitism Education Foundation, antisemitism is far too often ignored by DEI curricula.

Tabia Lee, a former DEI director at De Anza College in California who has made appearances on Tucker Carlson Tonight criticizing the framework, argues that DEI programs far too often foster antisemitism. According to the Brandeis Center, the DEI committee at Stanford University said that "Jews, unlike other minority group[s], possess privilege and power, Jews and victims of Jew-hatred do not merit or necessitate the attention of the DEI committee", after two students complained about antisemitic incidents on campus.

Disability community

According to some critics, DEI initiatives inadvertently sideline disabled people. Writing for The Conversation in 2017, college professor Stephen Friedman said that, "Organizations who are serious about DEI must adopt the frame of producing shared value where business and social goods exist side-by-side". According to a Time article in 2023, "People with disabilities are being neglected".

This view has been echoed by a number of DEI leaders and activists. Sara Hart Weir, the former president and CEO of the National Down Syndrome Society and co-founder of the Commission for Disability Employment, argues that when deliberating on the vision of DEI success in the United States, policymakers, and employers need to take proactive measures to engaging with people with disabilities who they historically ignored. Corinne Gray has argued that, "If you embrace diversity, but ignore disability, you're doing it wrong."

"Diversity hire" label

"Diversity hire", "equity hire", or "DEI hire", are disparaging and controversial labels for persons from underrepresented groups, which are, according to this label, assumed to be less qualified and have supposedly received preferential treatment due to DEI policies. Wording of some DEI initiatives can backfire and contribute to the self-perception of the hired person that they would not have been hired solely based on formal merit and have only been hired due to a combination of their underrepresented identity and formal merit. The term "diversity hire" can refer to problematic hiring strategies such as tokenism. The term "DEI", when used as a term to disparage people (particularly Black Americans), has been described as an ethnic slur.

Diversity issues in other countries

DEI issues, sometimes with different terminology, are of concern in numerous countries around the world in the 21st century.

In Australian workplaces, DEI initiatives primarily address gender and Indigenous inclusion, while comparatively less emphasis is placed on disability, LGBTQ+, and socio-economic diversity.

In Japan and Iceland, DEI efforts often concentrate on gender and age equality.

India prioritizes addressing workplace biases stemming from the patriarchal system, caste system, and religion.

Many African countries focus on workplace inequality arising from the intersectionality of gender, ethnicity, and socio-economic backgrounds.

Nordic countries face challenges due to cultural norms like the Law of Jante, which can create a positivity bias and hinder acknowledgment of inequality.

DE&I criteria

EDGE had examined following 19 key DE&I criteria across 20 major countries:

  • Paid maternity leave
  • Paid paternity leave
  • Childcare costs
  • Hiring quotas for people with disabilities
  • Accessibility regulations in employment
  • Disability non-discrimination in employment
  • Same-sex marriage legalization
  • Non-binary gender identity legal recognition
  • LGBTQ+ non-discrimination in employment
  • Gender quotas on boards
  • % of women in paid workforce
  • Sexual harassment protection in employment
  • Law on pay equity
  • Pay gap reporting legal requirement
  • Age non-discrimination in employment
  • % of employment rate for 55-64 age bracket
  • Race/ethnicity non-discrimination in employment
  • Nationality non-discrimination in employment
  • Race/ethnicity data collection allowed/prohibited

Sunday, January 4, 2026

God of the gaps

From Wikipedia, the free encyclopedia

"God of the gaps" is a theological concept that emerged in the 19th century, and revolves around the idea that gaps in scientific understanding are regarded as indications of the existence of God. This perspective has its origins in the observation that some individuals, often with religious inclinations, point to areas where science falls short in explaining natural phenomena as opportunities to insert the presence of a divine creator. The term itself was coined in response to this tendency. This theological view suggests that God fills in the gaps left by scientific knowledge, and that these gaps represent moments of divine intervention or influence.

This concept has been met with criticism and debate from various quarters. Detractors argue that this perspective is problematic as it seems to rely on gaps in human understanding and ignorance to make its case for the existence of God. As scientific knowledge continues to advance, these gaps tend to shrink, potentially weakening the argument for God's existence. Critics contend that such an approach can undermine religious beliefs by suggesting that God only operates in the unexplained areas of our understanding, leaving little room for divine involvement in a comprehensive and coherent worldview.

The "God of the gaps" perspective has been criticized for its association with logical fallacies. The "God of the gaps" perspective is also a form of confirmation bias, since it involves interpreting ambiguous evidence (or rather no evidence) as supporting one's existing attitudes. This type of reasoning is seen as inherently flawed and does not provide a robust foundation for religious faith. In this context, some theologians and scientists have proposed that a more satisfactory approach is to view evidence of God's actions within the natural processes themselves, rather than relying on the gaps in scientific understanding to validate religious beliefs.

Origins of the term

From the 1880s, Friedrich Nietzsche's Thus Spoke Zarathustra, Part Two, "On Priests", said that "into every gap they put their delusion, their stopgap, which they called God". The concept, although not the exact wording, goes back to Henry Drummond, a 19th-century evangelist lecturer, from his 1893 Lowell Lectures on The Ascent of Man. He chastises those Christians who point to the things that Science has not explained as presence of God — "gaps which they will fill up with God" — and urges them to embrace all nature as God's, as the work of "an immanent God, which is the God of Evolution, is infinitely grander than the occasional wonder-worker, who is the God of an old theology."

In 1933, Ernest Barnes, the Bishop of Birmingham, used the phrase in a discussion of general relativity's implication of a Big Bang:

Must we then postulate Divine intervention? Are we to bring in God to create the first current of Laplace's nebula or to let off the cosmic firework of Lemaître's imagination? I confess an unwillingness to bring God in this way upon the scene. The circumstances which thus seem to demand his presence are too remote and too obscure to afford me any true satisfaction. Men have thought to find God at the special creation of their own species, or active when mind or life first appeared on earth. They have made him God of the gaps in human knowledge. To me the God of the trigger is as little satisfying as the God of the gaps. It is because throughout the physical Universe I find thought and plan and power that behind it I see God as the creator.

During World War II, the German theologian and martyr Dietrich Bonhoeffer expressed the concept in similar terms in letters he wrote while in a Nazi prison. Bonhoeffer wrote, for example:

how wrong it is to use God as a stop-gap for the incompleteness of our knowledge. If in fact the frontiers of knowledge are being pushed further and further back (and that is bound to be the case), then God is being pushed back with them, and is therefore continually in retreat. We are to find God in what we know, not in what we don't know.

In his 1955 book Science and Christian Belief Charles Alfred Coulson (1910−1974) wrote:

There is no 'God of the gaps' to take over at those strategic places where science fails; and the reason is that gaps of this sort have the unpreventable habit of shrinking.

and

Either God is in the whole of Nature, with no gaps, or He's not there at all.

Coulson was a mathematics professor at Oxford University as well as a Methodist church leader, often appearing in the religious programs of British Broadcasting Corporation. His book got national attention, was reissued as a paperback, and was reprinted several times, most recently in 1971. It is claimed that the actual phrase 'God of the gaps' was invented by Coulson.

The term was then used in a 1971 book and a 1978 article, by Richard Bube. He articulated the concept in greater detail in Man come of Age: Bonhoeffer’s Response to the God-of-the-Gaps (1978). Bube attributed modern crises in religious faith in part to the inexorable shrinking of the God-of-the-gaps as scientific knowledge progressed. As humans progressively increased their understanding of nature, the previous "realm" of God seemed to many persons and religions to be getting smaller and smaller by comparison. Bube maintained that Darwin's Origin of Species was the "death knell" of the God-of-the-gaps. Bube also maintained that the God-of-the-gaps was not the same as the God of the Bible (that is, he was not making an argument against God per se, but rather asserting there was a fundamental problem with the perception of God as existing in the gaps of present-day knowledge).

General usage

The term "God of the gaps" is sometimes used in describing the incremental retreat of religious explanations of physical phenomena in the face of increasingly comprehensive scientific explanations for those phenomena. Dorothy Dinnerstein includes psychological explanations for developmental distortions leading to a person believing in a deity, particularly a male deity.

R. Laird Harris writes of the physical science aspect of this:

The expression, "God of the Gaps," contains a real truth. It is erroneous if it is taken to mean that God is not immanent in natural law but is only to be observed in mysteries unexplained by law. No significant Christian group has believed this view. It is true, however, if it be taken to emphasize that God is not only immanent in natural law but also is active in the numerous phenomena associated with the supernatural and the spiritual. There are gaps in a physical-chemical explanation of this world, and there always will be. Because science has learned many marvelous secrets of nature, it cannot be concluded that it can explain all phenomena. Meaning, soul, spirits, and life are subjects incapable of physical-chemical explanation or formation.

Usage in referring to a type of argument

The term God-of-the-gaps fallacy can refer to a position that assumes an act of God as the explanation for an unknown phenomenon, which according to the users of the term, is a variant of an argument from ignorance fallacy. Such an argument is sometimes reduced to the following form:

  • There is a gap in understanding of some aspect of the natural world.
  • Therefore, the cause must be supernatural.

One example of such an argument, which uses God as an explanation of one of the current gaps in biological science, is as follows: "Because current science can't figure out exactly how life started, it must be God who caused life to start." Critics of intelligent design creationism, for example, have accused proponents of using this basic type of argument.

God-of-the-gaps arguments have been discouraged by some theologians who assert that such arguments tend to relegate God to the leftovers of science: as scientific knowledge increases, the dominion of God decreases.

Criticism

The term was invented as a criticism of people who perceive that God only acts in the gaps, and who restrict God's activity to such "gaps". It has also been argued that the God-of-the-gaps view is predicated on the assumption that any event which can be explained by science automatically excludes God; that if God did not do something via direct action, that he had no role in it at all.

The "God of the gaps" argument, as traditionally advanced by scholarly Christians, was intended as a criticism against weak or tenuous faith, not as a statement against theism or belief in God.

According to John Habgood in The Westminster Dictionary of Christian Theology, the phrase is generally derogatory, and is inherently a direct criticism of a tendency to postulate acts of God to explain phenomena for which science has not (at least at present) given a satisfactory account. Habgood also states:

It is theologically more satisfactory to look for evidence of God's actions within natural processes rather than apart from them, in much the same way that the meaning of a book transcends, but is not independent of, the paper and ink of which it is comprised.

It has been criticized by both theologians and scientists, who say that it is a logical fallacy to base belief in God on gaps in scientific knowledge. In this vein, Richard Dawkins, an atheist, dedicates a chapter of his book The God Delusion to criticism of the God-of-the-gaps argument. He noted that:

Creationists eagerly seek a gap in present-day knowledge or understanding. If an apparent gap is found, it is assumed that God, by default, must fill it. What worries thoughtful theologians such as Bonhoeffer is that gaps shrink as science advances, and God is threatened with eventually having nothing to do and nowhere to hide.

Relationship between science and religion

From Wikipedia, the free encyclopedia "Science and Religion" redirects here. For the 1991 book by John Hedley Brooke, see  Science...