DEI symbol, Diversity, equality, inclusion, DEI text appearing behind torn paper in viva magenta, Business concept based on the values of equality, diversity and tolerance Andrzej Rostek/Getty Images/iStockphoto

DEI is on the run

Washington Examiner December 30, 08:10 AM December 30, 08:10 AM Video Embed

Diversity, equity, and inclusion, or DEI, in higher education was deceptively sold as a set of policies designed to promote “the fair treatment and full participation of all people,” particularly groups that “have historically been underrepresented.” But DEI offices have proved to be epicenters of division and ideological conformity, stirring hostilities and imposing an intolerant monoculture.

Fortunately, 2023 saw more than a dozen states start to take action against the DEI hydra, with six achieving concrete steps that other states should follow.

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In Florida, colleges and universities are no longer allowed to allocate any money to DEI programs. Institutions across the state have, in consequence, eliminated DEI jobs, such as chief diversity officers. This is greatly to the good of real education and social cohesion. These officers are often in charge of college “bias response teams” that function as “woke” police on campuses. A Supreme Court case is set to shut many of these programs down, but states can take proactive steps now to solve the problem faster.

Texas passed its law curbing excesses this year, eliminating all DEI office training for staff and, more importantly, eliminating diversity statements in hiring. Universities nationwide use mandatory diversity statements to enforce ideological conformity in disciplines as varied as physics, history, and psychology. Junking these loyalty oaths is a key step to diversifying thought on campuses.

In Iowa, the board of regents, which governs state institutions of higher education, eliminated all “college, department, or unit-level DEI positions” not necessary for compliance or accreditation. The board also required all university programs to be “broadly available to all students and/or employees,” regardless of race.

Georgia barred its 26 state colleges from requiring job applicants to fill out diversity loyalty oaths and took the further step of banning all DEI training for existing staff. Schools can still ask prospective employees about “their experience supporting different student populations,” but they can’t make a commitment to diversity a requirement for any position.

Wisconsin Republicans agreed to a compromise with the state’s Democratic governor that traded pay raises for university staff in exchange for limitations on DEI programs. The Republican-controlled legislature secured a freeze on all DEI hiring and the elimination of 1 in 3 existing DEI staff. It’s not as far as other states were able to go, but it was a step in the right direction.

Finally, Gov. Kevin Stitt (R-OK) in Oklahoma signed an executive order that, like Iowa, eliminated DEI programs and staff not needed for compliance or accreditation. Stitt’s order also banned compulsory diversity statements for new hires.

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There is a limit to what states can accomplish. Democratic governors and legislators will not manage what is possible in states fully controlled by Republicans, such as Florida and Texas.

But as private companies also turn away from DEI bureaucracies, there is clear bipartisan momentum toward a solid response to DEI excesses. Ending mandated diversity statements for higher education hires is an easy first step all states should take. Eliminating DEI training for existing staff is another commonsense move. Nobody likes to be lectured, and all evidence shows these trainings don’t work.

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