In recent months, a significant shift has been unfolding across U.S. higher education institutions. Numerous colleges and universities are severing long-standing partnerships with organizations designed to support underrepresented minorities, particularly in pursuing advanced degrees. This trend, often handled discreetly to avoid public backlash, stems from intensified federal scrutiny over Diversity, Equity, and Inclusion (DEI) initiatives. At the forefront of these changes is The PhD Project, a nonprofit that has worked for over three decades to diversify business school faculty by mentoring prospective doctoral candidates from historically underrepresented groups.

These developments come amid a broader political and legal landscape where DEI programs face unprecedented challenges. Following the 2023 Supreme Court decision in Students for Fair Admissions v. Harvard, which ended race-conscious admissions, critics have expanded their focus to other race-related programs. The Trump administration has leveraged the U.S. Department of Education's Office for Civil Rights (OCR) to investigate alleged 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 programs receiving federal financial assistance, which encompasses nearly all public and many private universities.

The OCR's actions signal a push toward what officials describe as 'color-blind' policies, emphasizing merit and equal opportunity. However, advocates argue that these moves dismantle vital pipelines for minorities in academia, potentially exacerbating faculty diversity gaps. As universities recalibrate, the academic job market remains dynamic, with opportunities in faculty positions evolving alongside these policy shifts.

🎓 Understanding The PhD Project and Its Mission

The PhD Project, founded in 1994, emerged from a recognition that business schools lacked diverse faculty. At the time, professors from underrepresented racial and ethnic backgrounds—such as Black, Hispanic/Latino, and Native American individuals—comprised less than 2% of business school faculty. The organization's mission was straightforward: to increase the number of these scholars by providing mentoring, networking, and resources to transition professionals and students into PhD programs in fields like accounting, finance, marketing, and management.

Through annual conferences, doctoral student associations, and partnerships with over 300 universities at its peak, The PhD Project created a supportive ecosystem. Participants attend events where they connect with current doctoral students, faculty mentors, and industry leaders. These gatherings offer insights into the PhD journey, including funding, research focus, and career paths. The program does not provide direct financial aid but facilitates stipends from universities, which typically cover tuition and living expenses for PhD candidates.

Over nearly 30 years, The PhD Project has produced hundreds of minority PhDs who have gone on to tenure-track positions, gradually raising underrepresented faculty representation to around 6-7% in business schools. Founding partner KPMG highlighted a correlation between diverse faculty and improved school diversity outcomes. Recently, in response to scrutiny, CEO Alfonzo Alexander announced the removal of race and ethnicity from application criteria, shifting emphasis to broader underrepresented talent pipelines.

For aspiring academics, programs like this have been transformative, offering role models and community in a field where isolation can deter progress. Yet, its targeted approach—initially prioritizing specific racial groups—drew OCR's attention.

📋 Federal Probes: OCR Investigations Under Title VI

In March 2025, the OCR initiated investigations into 45 (later reported as 51 in some accounts) universities partnering with The PhD Project. The agency alleged that by supporting an organization that 'limits eligibility based on the race of participants,' institutions violated Title VI. Specific complaints centered on universities providing lists of students for PhD Project events, sponsoring attendance, or hosting recruitment activities perceived as race-exclusive.

OCR letters demanded details on student participation from 2022-2025, framing partnerships as discriminatory. This aligned with a February 2025 'Dear Colleague' letter warning against race-conscious programs, though parts were later challenged in court. The Trump administration positioned these probes as enforcing civil rights law, with Education Secretary Linda McMahon stating, “This is the Trump effect in action: institutions... recommitting themselves to abiding by federal law, and restoring equality of opportunity.”

By February 2026, OCR secured resolution agreements with 31 universities. These pacts require ending PhD Project ties, reviewing all external partnerships for race restrictions, and reporting compliance. Some schools had preemptively cut links upon receiving notices. Negotiations continue with the remaining 14 institutions.

Examples include the University of Kentucky, which flagged over 1,200 affiliations for review or cancellation, and Ohio State University, which curtailed support for race-based affinity conferences.

The 31 Universities That Have Cut Ties

Here is the comprehensive list of the 31 universities that have formally agreed to terminate their partnerships with The PhD Project, as detailed in recent reports:

This roster spans elite privates like Yale and MIT to large publics like Ohio State, illustrating the probe's wide reach. Universities like UC Berkeley and University of Chicago confirmed compliance to resolve investigations swiftly.

Expansions: Ties Cut to Other Diversity Organizations

The ripple effects extend beyond The PhD Project. Reports indicate over 100 schools have quietly ended ties with similar groups since 2025. For instance, the California State University system plans to sever links with The Links Incorporated, a service organization for Black women. Other examples include affinity groups for Hispanic and Native American scholars.

Under OCR pressure, institutions are auditing sponsorships for events, scholarships, and mentoring perceived as race-specific. Ohio State, for one, restricted faculty attendance at diversity conferences. This proactive compliance aims to preempt further probes, but it has led to financial strains for nonprofits reliant on university support. For more on navigating academic careers amid changes, check higher ed career advice.

Read the full Inside Higher Ed analysis on these agreements.
Explore The PhD Project's ongoing mission.

Perspectives: A Divided Landscape

Views on these cuts are polarized. Administration officials celebrate them as victories against 'discriminatory' practices. OCR spokesperson Julie Hartman emphasized, “Title VI has always prohibited... racial preferencing.” Proponents argue that true equity comes from universal access, not targeted aid, fostering merit-based excellence.

Conversely, DEI advocates and The PhD Project decry the moves as shortsighted. CEO Alexander noted intensified fundraising despite losing one-fifth of partners, insisting the program inspires all talents. Critics warn of setbacks in diversifying faculties, where underrepresented groups still hold under 10% of positions despite decades of effort.

Universities tread carefully, prioritizing federal funding compliance while issuing neutral statements. UC Berkeley, for example, confirmed ending ties without fanfare. Faculty and students express mixed feelings: some see opportunity in broader recruitment, others fear lost mentorship.

📊 Impacts and Challenges for Academic Diversity

• Pipeline Disruption: Fewer targeted events may reduce PhD applications from underrepresented groups, slowing faculty diversification.
• Financial Strain: Nonprofits like The PhD Project face budget shortfalls from lost sponsorships.
• Compliance Burden: Universities must review thousands of partnerships, diverting resources from teaching and research.
• Student Opportunities: Aspiring PhDs can pivot to general fellowships or scholarships open to all.
• Job Market Shifts: Diverse faculty hiring may slow, but demand persists in professor jobs.

Long-term, data shows diverse faculties enhance innovation and student outcomes. Universities may innovate with socioeconomic or first-gen focuses to skirt race issues.

Photo by Ravi Sharma on Unsplash

Paths Forward: Solutions and Opportunities

As US colleges cutting diversity ties reshape higher education, proactive strategies emerge. Institutions can broaden mentoring to include all underrepresented students—regardless of race—via universal PhD recruitment fairs. Policymakers might clarify Title VI applications to balance anti-discrimination with access goals.

For individuals:

• Research race-neutral programs like NSF Graduate Research Fellowship.
• Leverage alumni networks on platforms like Rate My Professor.
• Pursue postdoc opportunities for experience.

AcademicJobs.com remains a hub for university jobs and insights. Share your experiences in the comments below—what does this mean for your career?

For deeper reading, see the Forbes list of universities.