Amidst culture wars throughout the nation, pushback and opposition against universities’ diversity programs have taken place. In fact, in many states, legislation has been passed that prohibits such programs at public institutions. Being described as having liberal agendas, policymakers and some educational leaders have soured on these structures. But that doesn’t mean that efforts to attract diverse student and faculty populations have disappeared. Interestingly, in many instances, a diversity, equity and inclusion program in universities has been relabeled to appease current sentiments. However, it’s not quite clear what the long-term repercussions of these strategies may be. In this regard, the jury is still out.
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A major problem with these ongoing developments relates to the negative impact that this is having on higher education. On the one hand, societies are becoming increasingly diverse, and colleges need to attract more diverse populations. At the same time, critics suggest that a DEI program at universities serves to encourage equal outcomes and not necessarily opportunities. In the midst of this debate, student enrollment rates are down, and faculty recruitment more challenging. This is forcing universities to be a little more creative in their approach transforming universities’ diversity programs into other entities. In some cases, this seems to be working, but in others, it’s not. In either case, however, it’s unlikely universities’ diversity programs will disappear completely.
“We most certainly have paid attention to the ripple effects that have happened to campuses around the country.” – William F. Tate IV, President of Louisiana State University
A Shift to Access, Engagement, and Opportunity
One of the new strategies many schools are trying when it comes to universities’ diversity programs involves nomenclature. In other words, they are choosing to rename their DEI program at universities to something less “offensive.” Repeatedly, the word diversity is being replaced access while equity tends to be labeled as opportunity. The new buzz word for inclusion has also changed and is most often rebranded as engagement. In practice, there has not been a tremendous amount of change. This means schools are still operating student culture centers and racial bias workshops. They still strive to comply with past DEI initiatives when they can; the main difference is simply the name under which these programs operate.
There are a number of examples when it comes to such changes in universities’ diversity programs. For example, the University of Tennessee changed its program’s name to the Division of Access and Engagement. Louisiana State University’s DEI program is now the Division of Inclusion, Civil Rights and Title IX. In Oklahoma, a name change to the Division of Access and Engagement resulted from pressure on the DEI program at universities. Whether this rebranding works or not at a legislative or bureaucratic level depends on the particular state in question. But it’s evident that many universities are attempting to avert pressures to dissolve universities’ diversity programs. Rather than simply closing up shop, many are trying to find innovative ways to survive.
“As soon as D.E.I. was uncovered as political left, they now reinvent the language and have morphed into the ‘sense of belonging’ crew.” – David Bray, Finance Professor at Kennesaw State University
The Downside of DEI Program Opposition
While many universities’ diversity programs are adjusting, some have had fewer opportunities to do so. There have been several states that have passed legislation against a diversity program in universities. In total, 82 such bills have been presented in 20 different states. Some states that have done so include Florida, Idaho, Indiana, and Texas. In each of these states, public higher education systems have lost a significant number of faculty and administrators as a result. As universities’ diversity programs are forced to close, prior staff have been let go. Some might be reassigned, but in these states, the vast majority have simple been terminated. This is far from ideal when schools are trying to attract more diverse faculty. Notably, faculty who support diversity, equity and inclusion look elsewhere when seeking new position.
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These aren’t the only negative effects of opposition to the DEI program at universities. Some states are limiting diversity requirements as part of the enrollment or application process. In Georgia, the state banned all 26 public universities and colleges from collecting applicants’ diversity statements. This pertains to both students and staff employees. While this may not seem highly impactful, this undermines universities’ efforts to increase enrollment. This is particularly true in relation to a diverse student body. Student enrollment is already down as well as a result of a declining birth rate and skepticism about the value of a college education. Applicants of diverse backgrounds and culture will be less likely to consider these state’s universities. And this further reduces the overall pool of potential applicants that these universities seek.
“[Leadership] has consistently discussed the change to access and engagement on campus as a broadening of our mission to reach and support students, faculty and staff.” – Tisha Benton, Spokesperson for University of Tennessee’s Chancellor
Rebranding and Perseverance
Based on the above, some institutions of higher education hope rebranding and different language works. Under these new titles, they hope to still pursue educational environments that are inviting and accepting. Biases and barriers still persist, and programs that truly seek to advance opportunities for higher learning are important. Such investments advance innovation and creativity while avoiding complacency and groupthink tendencies. Depending on the state setting, this can be challenging for universities’ diversity programs. As such, a commitment to these principles and perseverance in trying new strategies will be important. Many such schools are already demonstrating such resilience. This is why the DEI program at universities is likely to look quite different in the years to come.
