Since the so-called Scientific Revolution and the birth of modern science, our Western approach towards the world became quantitative. The precedingly dominant qualitative Aristotelian worldview of the Scholastics was replaced by a quantitative one: everything around us was supposed to be quantifiable and quantified. This, of course, seems to affect nowadays academia, too. We often hear “do this, it will be one more line in your CV!”
Many will reply “This is not true, quality matters just as much!” Yes, it (sometimes) matters in which journal one publishes; it has to be a good journal; one needs to make sure that the quality of the article is good. And how do we know that the journal is good or not? Because of its ranking. So if you thought I will argue that this is Aristotle’s presence in Academia… you were wrong. The criterion is still quantitative. Of course, we trust more that an article in a respectable (i.e., highly ranked) journal is a good one, but we all know this is not always the case.
Bringing into discussion the qualitative and quantitative distinction is crucial for assessing job applications and the ensuing hiring process. While it used to be easier for those in a position of power to hire whom they want, it has become a bit more difficult. Imagine you really want to hire someone because he (I will use this pronoun for certain reasons) is brilliant. But his brilliance is not reflected in his publications, presentations, teaching evaluations, grants (the latter because he did not get any)… You cannot even say he is a promising scholar, since that should be visible in something. At the same time, there are a lot of competing applications with an impressive record. So what can one do? Make use of the category ‘better fit’, ‘better fit’ for the position, ‘better fit’ for the department. But when is someone a ‘better fit’, given that the job description did not mention anything to this effect? When their research is in line with the department? No, too much overlap! When it complements the existing areas of research? No, way too different!
And here is where Aristotle comes into the picture. It is not the research that has to fit, but the person. And we know from Aristotle and his followers that gender, race and nationality are the result of the (four elemental) qualities. Who can be more fit for a department mostly composed of men from Western Europe than another man from Western Europe? As a woman coming from Eastern Europe, I have no chance. And Eastern Europe is not even the worst place to come from in this respect.
There is a caveat though. When more people who fit in the department apply, the committee seeks refuge in positing some ‘occult qualities’ to choose the ‘right’ person. ‘Occult’ in the Scholastic sense means that the quality it is not manifest in any way in the person’s profile.
How much is this different from days when positions were just given away on the basis of personal preference? The difference lies in the charade. The difference is that nowadays a bunch of other people, devoid of occult qualities, though with an impressive array of qualities manifest in their CVs and international recognition, spend time and energy to prepare an application, get frustrated, maybe even get sick, just so that the person with the ‘better fit’ can have the impression that he is much better than all the rest who applied.
So when are we going to give up the Aristotelian-Scholastic elementary and occult qualities and opt for a different set of more inclusive qualities?
 Aristotle probably put it in his Categories, but it got lost.
 I am rather unfair with this term, because the occult qualities were making themselves present through certain effects.
 The Oxford dictionary indeed defines charade as “an absurd pretence intended to create a pleasant or respectable appearance.”