The Origins and Mission of The PhD Project

The PhD Project, established in 1994, emerged as a pivotal nonprofit organization dedicated to transforming the landscape of business academia by increasing the representation of underrepresented minorities in doctoral programs. Specifically targeting African American, Hispanic/Latino, and Native American professionals, the initiative sought to bridge the glaring gap in business school faculties, where diverse role models were scarce. Through annual conferences, mentorship networks, scholarships, and targeted recruitment events, the program exposed prospective PhD candidates to the rigors and rewards of doctoral studies in fields like accounting, finance, information systems, management, and marketing.

Over nearly three decades, The PhD Project achieved measurable success. In 1994, there were just 294 doctoral candidates from these groups in business-related fields; by 2023, that number had surged more than sixfold to over 1,700. This growth not only diversified classrooms but also enriched corporate boardrooms and leadership pipelines, as alumni ascended to influential faculty positions across the United States.

• Annual national conference connecting candidates with professors and peers.
• Mentoring programs fostering long-term academic success.
• Scholarships covering conference costs and beyond.

Universities partnered as 'Supporting Institutions,' providing resources, visibility, and sometimes direct involvement in recruitment efforts.

University of Michigan's Pioneering Role

The University of Michigan (U-M), particularly its Stephen M. Ross School of Business, played a foundational role in this movement. From 1990 to 1993, U-M hosted the Minority Summer Institute (MSI), a groundbreaking six-week intensive program. Prospective minority PhD students immersed themselves in graduate-level courses, seminars on academic careers, and interactions with minority faculty—experiences many described as transformative.

This MSI directly inspired The PhD Project's founders, who adapted its model nationally. By 2001, U-M Ross formalized its partnership as a Supporting University, contributing to recruitment and sustaining the momentum. Alumni like Professor David B. Wooten, a PhD Project Hall of Famer and MSI leader, credit these efforts with propelling diverse scholars into academia. For aspiring academics eyeing business PhDs, explore opportunities at higher-ed faculty positions or professor jobs.

The Federal Investigation Under Title VI

In March 2025, the U.S. Department of Education's Office for Civil Rights (OCR) initiated investigations into 45 universities, including U-M, alleging violations of Title VI of the Civil Rights Act of 1964. Title VI prohibits discrimination on the basis of race, color, or national origin in any program receiving federal financial assistance. OCR contended that partnering with The PhD Project constituted unlawful racial preferences, as the organization's eligibility criteria explicitly prioritized underrepresented racial groups, excluding others from networking, mentorship, and opportunities purportedly open to doctoral aspirants.

The probes stemmed from complaints amplified under the Trump administration's broader campaign against diversity, equity, and inclusion (DEI) initiatives. Institutions faced potential loss of federal funding, prompting swift responses. U-M Ross had already withdrawn membership in March 2025, but formalized the split via a resolution agreement (RA).

Key elements of OCR's stance:

• Partnerships enabled race-based exclusion in academic pipelines.
• Required universities to review all external affiliations for similar issues.
• Part of 51 total Title VI probes launched that month.

Details of U-M's Resolution Agreement

U-M Ann Arbor joined 30 other institutions in signing RAs announced February 19, 2026. These non-litigated pacts mandated immediate cessation of PhD Project involvement and audits of other partnerships. U-M spokesperson Kay Jarvis confirmed: "The Ross School of Business has not been a member of the PhD Project since March 2025."

U.S. Secretary of Education Linda McMahon hailed it as "the Trump effect in action," emphasizing merit over race.OCR Press Release The elite roster—Yale, MIT, Duke, Carnegie Mellon, Notre Dame—underscores the probe's reach.

Photo by Mathew Schwartz on Unsplash

Reactions Within the U-M Community

Responses at U-M reflected national divides. Professor David B. Wooten lamented: "We were the leaders and best... It does hurt to see us take a knee on this." Conversely, former faculty Mark Perry called it overdue, decrying a "joint venture in illegal discrimination."

Critics like Professor Silke-Maria Weineck decried collaboration with the Trump administration as a "day of shame," driven by racism. The PhD Project reaffirmed its mission: "Our vision is to create a broader talent pipeline... committed to excellence and to each other." CEO Alfonzo Alexander noted adaptations amid partner losses.

For faculty navigating these shifts, resources like higher ed career advice offer guidance.

A National Trend: 31 Universities Impacted

OCR's February announcement listed 31 compliant schools, leaving 14 in negotiations. Notable peers: UC Berkeley, Ohio State, University of Chicago, Washington University in St. Louis. Many preemptively exited post-probe notification. This wave signals heightened scrutiny on race-conscious programs.

Implications for Diversity in Business Doctorates

While The PhD Project boosted minority PhD candidates sixfold nationally, its disruption raises questions for business schools. U-M Ross, once a leader, must recalibrate recruitment. Broader DEI rollbacks—U-M's terminated multimillion DEI initiative—compound challenges. Yet, socioeconomic-focused alternatives may emerge, aligning with post-affirmative action realities.

Stakeholders ponder: Will merit-only pipelines suffice, or stifle underrepresented talent? Data shows diverse faculties enhance innovation; business schools risk lagging without inclusive strategies.

Alternatives and Forward-Looking Strategies

Post-agreement, universities are auditing partnerships. Promising paths include:

• Merit-based fellowships open to all, prioritizing need.
• Expanded outreach via alumni networks and virtual events.
• Collaborations with professional associations like AACSB for broad talent pipelines.

PhD aspirants can leverage postdoc opportunities or research jobs. Internally, U-M emphasizes holistic admissions.PhD Project Site

Photo by Arno Senoner on Unsplash

Expert Views and Broader Higher Ed Context

Experts like former presidents note DEI's evolution amid legal shifts (e.g., SFFA v. Harvard). Conservatives applaud equal opportunity; progressives warn of regression. U-M's moves mirror national trends: funding threats accelerating change. For admins, compliance training is key—check academic CV tips.

Statistics underscore stakes: Minorities remain underrepresented in business PhDs (~7-10% vs. population shares).

Future Outlook for DEI in American Universities

As probes continue, expect refined, race-neutral initiatives. U-M's legacy endures, but adaptation is imperative. Positive: Renewed focus on excellence benefiting all. For job seekers, platforms like university jobs and Rate My Professor aid navigation. Explore higher ed jobs amid transitions.