31 U.S. Colleges Cut Ties with PhD Project After Trump Administration DEI Demands

Understanding the Recent Severance of Ties with the PhD Project

In a significant development in U.S. higher education, 31 prominent universities have agreed to end their partnerships with The PhD Project, a nonprofit dedicated to increasing diversity among business school faculty. This move comes following investigations by the Trump administration's U.S. Department of Education Office for Civil Rights (OCR), which alleged that the collaborations violated Title VI of the Civil Rights Act of 1964. Title VI (Title VI of the Civil Rights Act of 1964) prohibits discrimination on the basis of race, color, or national origin in programs receiving federal funding. 66 67

The agreements, announced on February 19, 2026, represent a swift response to federal pressure amid the administration's broader campaign against Diversity, Equity, and Inclusion (DEI) initiatives perceived as racially discriminatory. Universities signed resolution agreements (RAs) without admitting wrongdoing, committing instead to terminate ties and audit other external partnerships for compliance. 64 This event underscores the ongoing tension between efforts to diversify academia and post-Supreme Court rulings emphasizing color-blind policies.

Background on The PhD Project's Mission and Legacy

Founded in 1994 by the KPMG Foundation alongside partners like Citi, AACSB, and GMAC, The PhD Project emerged to address the stark underrepresentation of minority faculty in business schools. At launch, fewer than 300 Black/African American, Hispanic/Latino, and Native American professors taught business nationwide—a figure that has since quintupled to over 1,700 thanks to the organization's efforts. 106 107

The nonprofit's model involves annual conferences, doctoral student associations (e.g., Accounting Doctoral Students Association formed in 1994), mentoring networks, and job boards that connect professionals from underrepresented backgrounds with PhD programs. Key achievements include a 90% doctoral completion rate among members (versus the U.S. average of 70%) and 97% placement in faculty roles (versus 60% retention nationally). Over 1,500 members have earned PhDs, many ascending to leadership like deans and university presidents. 96

Historically targeting Black, Hispanic, and Native American professionals, the organization expanded eligibility to all backgrounds last year amid legal shifts, maintaining its focus on building role models in business classrooms. 65

Timeline of Federal Investigations and University Responses

The saga began in March 2025 when OCR launched probes into 45 universities for partnering with The PhD Project, claiming the race-focused recruitment violated Title VI post the 2023 Supreme Court decision in Students for Fair Admissions v. Harvard, which ended race-conscious admissions. 67 Many institutions quickly distanced themselves; for instance, the University of Kentucky flagged over 1,200 affiliations for review, while MIT ceased conference participation in April 2025. 64

• March 2025: OCR announces investigations into 45 schools.
• April-October 2025: Multiple universities (e.g., U. North Dakota, U. Utah) end ties proactively. 67
• February 19, 2026: 31 RAs secured; 14 ongoing negotiations.

Secretary of Education Linda McMahon hailed it as the "Trump effect," promoting merit and equality. 66

The 31 Universities That Signed Resolution Agreements

The affected institutions span public and private sectors, including Ivy League powerhouses and large research universities. Here's the complete list from the Department of Education: 66

These schools often paid nominal fees for access to conferences and applicant databases to recruit diverse PhD talent. 67

Photo by Keming Tan on Unsplash

Perspectives from Affected Universities

Universities framed their decisions as precautionary. MIT emphasized no admission of liability, noting participation allowed recruitment at fairs. 67 The University of North Dakota accessed directories for faculty hires, while the University of Utah hosted tables at three conferences, involving just two of 170 PhD admits over 14 years. Cal State campuses and UC Berkeley also complied swiftly to safeguard federal funding. 24

Inside Higher Ed analysis highlights how RAs require broad partnership reviews, potentially chilling other affinity programs.

The PhD Project's Defense and Continued Mission

In response, The PhD Project reaffirmed its goal: "providing more role models in the front of business classrooms." Despite losses (30% of 230 members withdrew post-probe), it plans its annual conference. 67 65 President Alfonzo Alexander noted most partners cut ties under pressure. The group now welcomes all, pivoting while touting its track record. 56

Visit The PhD Project website for resources on their doctoral associations and events.

Legal Context: Title VI and Post-Affirmative Action Landscape

OCR argues partnerships facilitated race-based exclusion, breaching Title VI—a law ensuring equal access in federally aided programs. This aligns with Trump policies warning of funding cuts for "race-based preferences." 66 Critics question if nominal support (e.g., job postings) constitutes discrimination, especially after courts struck some anti-DEI guidance. Settlements avoid litigation, prioritizing compliance.

For deeper reading, see the official ED press release. 66

Diversity Challenges in U.S. Business Schools

Underrepresented minorities comprise less than 4% Black, 3% Hispanic, and 0.3% Native American business faculty, despite population shares. 80 Programs like The PhD Project addressed this pipeline gap, where minority PhD completion lags. Severances may slow progress, as universities seek diverse faculty to enrich teaching and attract students.

Photo by Dave Lowe on Unsplash

Stakeholder Reactions and Broader Implications

Conservatives applaud restoring meritocracy; civil rights advocates fear stifled pipelines. Ohio State limited race-affinity conference support, signaling wider ripples. For business schools, losing targeted recruitment could hinder faculty diversity, impacting enrollment where diverse faculty boosts underrepresented student participation by up to 10%. 77

Explore academic CV tips for PhD pursuits amid changes.

Future Outlook and Actionable Strategies

With 14 probes ongoing, more severances loom. Universities may pivot to socioeconomic or first-gen focus. Aspiring PhDs: Leverage general networks, seek holistic mentorship. Institutions: Audit partnerships proactively, invest in inclusive recruitment.

• Review all affinity groups for Title VI compliance.
• Promote merit-based diversity via outreach to HBCUs, community colleges.
• Track internal pipelines for underrepresented talent.

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