What Is the GSA Anti-DEI Certification Proposal?

The General Services Administration (GSA), a federal agency responsible for managing government procurement and real estate, has proposed significant changes to the System for Award Management (SAM.gov) certifications required for entities seeking federal financial assistance. SAM.gov serves as the central hub where universities, colleges, nonprofits, and other organizations register to access billions in federal grants, loans, cooperative agreements, and student aid. The proposal, published on January 28, 2026, in the Federal Register, introduces new language mandating recipients certify compliance with the U.S. Constitution, all applicable federal laws, and "relevant executive orders prohibiting unlawful discrimination on the basis of race or color" in administering federally funded programs.

This certification explicitly targets programs labeled as Diversity, Equity, Inclusion, and Accessibility (DEIA) or DEI initiatives that the administration views as involving "discriminatory practices." Universities, which depend heavily on federal funding—such as National Institutes of Health (NIH) research grants, National Science Foundation (NSF) awards, and Title IV student financial aid—face the prospect of annual affirmations that could jeopardize their eligibility if deemed non-compliant.

Key Elements of the Proposed Certification Language

The core of the controversy lies in Certification #6, which expands existing Title VI nondiscrimination pledges. It states that "Federal antidiscrimination laws apply to programs or initiatives that involve discriminatory practices, including those labeled as Diversity Equity and Inclusion (DEI) or ‘diversity, equity, inclusion, and accessibility’ (DEIA) programs." An illustrative list warns that certain common higher education practices "may" violate laws like Title VI of the Civil Rights Act of 1964:

• Race- or ethnicity-based scholarships, fellowships, or programs
• Preferential hiring, promotion, or admissions practices
• Access to facilities, resources, or opportunities based on race/ethnicity, including via "cultural competence" requirements, "overcoming obstacles" narratives, or diversity statements
• "Diverse slate" hiring policies
• Race-based selection for contracts or vendor preferences
• Training programs that stereotype, exclude, or single out based on protected characteristics, potentially creating hostile environments

Additional clauses prohibit aiding "illegal aliens" or facilitating "terrorism" or threats to national security, using broad language that critics argue could ensnare academic discourse on sensitive topics.

Background: Trump Administration's Broader Anti-DEI Push

This proposal stems from Executive Order 14173, issued January 21, 2025, titled "Ending Illegal Discrimination and Restoring Merit-Based Opportunity," and a July 29, 2025, Department of Justice (DOJ) memorandum providing "Guidance for Recipients of Federal Funding Regarding Unlawful Discrimination." These documents interpret the Supreme Court's 2023 rulings in Students for Fair Admissions v. Harvard and UNC—which ended race-conscious admissions—as prohibiting a wider array of race-based practices across federal programs.

A March 26, 2026, executive order further targets federal contractors, mandating clauses against race-based disparate treatment in recruitment, employment, and resource allocation. While grants differ from contracts, the GSA move bridges the gap, applying to non-procurement aid like research funding.

Swift and Unified Pushback from Higher Education Leaders

Higher education responded decisively. On March 23, 2026, the American Council on Education (ACE), Association of American Universities (AAU), and 21 other groups—including the American Association of University Professors (AAUP), Association of Public and Land-grant Universities (APLU), and National Association of Diversity Officers in Higher Education (NADOHE)—sent a joint letter to GSA urging rescission.Read the full letter here

The letter labels the requirements "vague, undefined, overbroad, and burdensome," arguing they exceed GSA's authority, turn non-binding DOJ suggestions into mandates, and endorse contested legal views amid ongoing litigation. Over 22,000 public comments poured in by the March 30 deadline, predominantly critical. Jon Fansmith, ACE vice president, called it a "legally questionable interpretation" designed to instill fear via False Claims Act (FCA) liability, predicting swift court challenges.

Potential Ramifications for U.S. Universities and Colleges

Public and private institutions alike rely on federal dollars: community colleges on workforce grants, research universities on NIH/NSF multimillion awards, and all on Pell Grants and loans totaling over $1.6 trillion outstanding. Non-compliance risks debarment from SAM.gov, halting all federal aid—a "nuclear option" for cash-strapped schools.

Compliance demands exhaustive audits of scholarships (e.g., those for underrepresented minorities), faculty hiring (diversity statements used by 40% of departments per surveys), employee resource groups (ERGs), and affinity programs. Public universities face state-federal clashes; for instance, California's minority business preferences could conflict. Beth Akers of the American Enterprise Institute warns of a "bullying effect," as most lack Harvard's $2.2 billion war chest to litigate frozen funds.

FCA exposure looms large: Certifying falsely invites treble damages, penalties up to $27,018 per claim, and personal liability for signers like CFOs—potentially bankrupting individuals and institutions.

Photo by Laura Rivera on Unsplash

Chilling Effects on Academic Freedom and Campus Life

Beyond finances, the "facilitating terrorism" clause alarms faculty. Discussing groups like Hamas in Middle East studies or hosting debates on immigration could be scrutinized, fostering self-censorship. PEN America and the American Historical Association decry it as surveilling classrooms and research. NADOHE fears ERGs and cultural events branded discriminatory, eroding support for first-gen or BIPOC students.

"Overcoming obstacles" essays in apps or jobs—standard for holistic review—risk Title VI violations per DOJ. This echoes state bans (e.g., Florida's SB 266), but federally enforced nationwide.

Supporters' Views: Restoring Merit and Ending Discrimination

Proponents, like Heritage Foundation's Adam Kissel, hail it as fulfilling SCOTUS's mandate: "Ending discrimination means ending all of it." They argue Title VI always barred race preferences; post-2023, enforcement clarifies. Pillsbury's Jeff Metzler sees "solid legal ground," though uncertainty persists. The proposal pressures "woke" excesses, prioritizing merit in hiring and aid.

Real-World Examples and Early Compliance Moves

Universities like UT Austin (under state anti-DEI law) have rebranded DEI as "inclusion," but federal reach broadens scrutiny. Harvard's 2023 loss spurred nationwide reviews; now, GSA amplifies. Some scan vendor contracts for disparity studies; others pause affinity scholarships. Community colleges, serving diverse Pell-heavy populations, fret workforce programs labeled discriminatory.Inside Higher Ed analysis details 50+ probes tying DEI to antisemitism complaints, overlapping GSA risks.

Legal Precedents and Path Forward

Past blocks: A 2025 judge vacated Education Dept. anti-DEI guidance; Fourth Circuit lifted injunctions on EOs but preserved as-applied challenges. April 2026 suit targets contractor EO. With comments closed, GSA may finalize soon; higher ed preps suits claiming ultra vires (beyond authority), First Amendment violations, and Administrative Procedure Act flaws.

23 state AGs called it "unconstitutionally coercive." Watch NSF/NIH implementation; student aid via Title IV seems implicated.

Strategic Advice for Higher Education Institutions

Leaders should:

• Conduct DEI audits, reframe as "merit-based inclusion."
• Consult legal counsel on FCA risks; designate certifiers carefully.
• Document compliance with Title VI precedents, emphasizing holistic non-race factors.
• Advocate via associations; prepare contingencies like private funding pivots.
• Monitor SAM.gov; train HR/admissions on "neutral" practices.

Proactive transparency builds trust amid scrutiny. For faculty jobs resilient to shifts, explore faculty openings.

Photo by Nick Fewings on Unsplash

Outlook: A Pivotal Moment for U.S. Higher Education

As of May 2026, the proposal pend; finalization could reshape campuses, forcing merit-only pivots or funding fights. Yet Chief Justice Roberts deemed diversity "commendable," leaving room for lawful equity. Institutions balancing compliance with mission will define resilience. Stay informed via AAU/ACE updates; this tests federalism, free inquiry, and access in American academe.