How is higher ed approaching DEI initiatives amid policy pressures?

As recent executive orders continue to target DEI units, campus leaders are wondering how to utilize their existing DEI leadership and staff to continue to progress on their goals while staying in compliance with federal and state law. While state policies caused some institutions to reframe or remove DEI initiatives, most institutions are just starting to audit their own.

This spring, EAB conducted interviews, a survey, and a listening session with campus leaders to assess their response to these policies. We learned that leaders are not yet making sweeping organizational changes despite increasing federal pressure and the threat of financial consequences. Because the foundation of an inclusive and welcoming culture is so ingrained into higher education’s mission and values, leaders are looking for areas to recalibrate rather than retreat.

1. 85% of institutions are auditing current programs

In the aftermath of the 2023 Supreme Court decision to end affirmative action in college admissions, most campus leaders audited their programs to ensure they are within the law. Now faced with the threat of losing access to federal funding, colleges and universities are once again taking inventory and maintaining that their programs comply with federal law. About 40% of universities report that they have completed audits of their programs and policies for race, gender, or other identity-based practices. Another 45% say such audits are in progress or they are actively considering them.

As one leader at a large public institution told us in an interview, “We have completed audits of our DEI programs, but we are currently in compliance with federal law. If the law changes, we will address more targeted measures at the time, but we are trying to prevent preemptive action.” 

Even though institutions are keeping DEI initiatives largely intact, audits are a tactic to understand the full picture, adjust where necessary, and retain the key mission of inclusion. However, chief diversity officers remain cautious, wondering how long their current operations will be allowed to continue.

2. 68% of institutions are changing DEI-related language and terminology, including office names

Even as debates over the role of DEI in higher education persist, many of its key principles of equity, access, and community remain integral to the campus mission and values. Faced with state-level DEI restrictions, some universities reframed offices to remain in compliance. For example, Mississippi State changed its diversity division to the Office of Community and Belonging, arguing these goals are still essential for student support and success.

Now, with numerous executive orders and increasing federal pressures, more universities are following the blueprint created by their peers, such as the University of Georgia’s Office of Inclusion and Belonging and Harvard University’s Office of Community and Campus Life. These offices uphold wellbeing, success, and resilience in the campus community.

Despite maintaining the university’s key values, one chief diversity officer reported their concern for students, both incoming and current. “There is so much uncertainty for students right now. They are asking things like, ‘Will I be supported here?’ or ‘Will I be able to finish my degree?’.”

CDOs are monitoring decreased opportunities for historically underrepresented groups of students, reduced financial aid, and restricted access for international students. With state and federal pressure to remove DEI, some CDOs anticipate a direct impact on enrollment as students put safety and inclusion at the top of their college checklist.

3. 85% of institutions remain committed to avoiding layoffs

Most colleges and universities are not choosing to eliminate DEI-focused staff. Instead of termination, 19% of institutional leaders have chosen to reimagine these roles with updated descriptions or transition staff to new positions that emphasize civil rights compliance and cross-campus cultural engagement. Reassigned staff now hold roles supporting student engagement, success, and outreach that focus on fostering belonging and improving student success metrics. The logic behind this practice is clear, as DEI professionals possess a range of valuable cross-functional skills that extend beyond diversity, equity, and inclusion.

Some institutions have moved all DEI audits and activities under the general council and removed chief diversity officers from the cabinet. In interviews and voice sessions, diversity leaders whose roles were cabinet-level and focused on institution-wide strategy shared feeling disconnected as they moved from primary point person to being involved later in the process. In one leader’s words, “I have noticed that I am not in conversations I used to be, on issues I work with directly, and that worries me. Sharing information is a key part of our prevention and protection.” Other CDOs shared that they have always reported to general counsel and do not see any structural shifts.

Core values of DEI persist on campus

From EAB’s survey, listening sessions, and discussions with institutional leaders, it is clear that creating respectful workplaces and welcoming campuses where all students can thrive remains an integral part of campus-wide policies, programs, and goals. While some campuses made changes alongside state-level directives, universities do not yet feel federal pressure to change their organizational structures. Diversity leaders are focused on the future by resisting preemptive compliance, monitoring how federal pressures change and shift, and keeping a close eye on potential threats to the Civil Rights Act.

Institutional leaders recognize the urgency of staying up to date on their programs and mapping out contingency plans, addressing the ever-changing nature of the current policy landscape. To see how institutions are responding to a variety of federal funding threats, check out EAB’s analysis of our 2025 survey. For additional guidance, see our federal policy primer on DEI and Civil Rights.