The author of the anti-DEI law is seeking to expand its scope to include faculty hiring and course curriculum. This move could have significant implications for academia, particularly in states that have already passed anti-DEI legislation.

Currently, nine states have passed anti-DEI laws related to higher education, and over 20 more states are considering similar legislation ¹. These laws vary in scope, but some prohibit public universities from requiring employees to participate in DEI or bias programming or training. Others ban spending on programs for DEI, impose limits on allowed courses and majors, and/or prohibit teaching and training on “divisive concepts.”

The expansion of anti-DEI laws to faculty hiring and course curriculum could lead to a more restrictive academic environment. For instance, universities might be prohibited from considering diversity and inclusion when hiring faculty members. Similarly, course curricula might be limited to exclude topics related to diversity, equity, and inclusion.

This development is concerning, especially for marginalized communities that have historically been underrepresented in academia. The impact of anti-DEI laws on LGBTQ+ faculty, for example, has already been significant, with many reporting increased stress, anxiety, and feelings of isolation.