A recent report, titled ‘Poison Ivies: DEI and the Downfall of the Ivy League’ highlights how diversity, equity, and inclusion (DEI) programs are being implemented across all eight Ivy League universities. Published by the Equal Protection Project, led by Cornell Law Professor William Jacobson, the report takes a deep dive into the nuanced ways these institutions are navigating DEI practices following the Supreme Court’s landmark ruling in June 2023, which restricted the use of race in college admissions.
Navigating DEI post-affirmative action ban
The report scrutinizes the adjustments made by Ivy League schools in light of the court’s decision, revealing ongoing efforts to integrate DEI initiatives. For instance, while race is no longer an explicit factor in admissions, students are encouraged to discuss their racial backgrounds in application essays—a practice Jacobson, speaking to Fox News, suggested undermines the spirit of the ruling.
DEI practices across the Ivy League institutions
Ivy League institutions have adopted a variety of strategies to advance diversity, equity, and inclusion (DEI) within their campuses, each reflecting its unique priorities and culture. At Brown University, departments are required to develop and implement multi-year DEI plans, ensuring sustained efforts toward inclusivity. Columbia University emphasizes a sense of belonging from the start, integrating an “Inclusion & Belonging” program into its student orientation.
Cornell University takes a grassroots approach by supporting ‘DoBetterCornell,’ a student group that designs educational programs addressing systemic racism and bias. Dartmouth College places a curricular emphasis on cultural understanding by requiring all students to complete a course on culture and identity. Similarly, Harvard University institutionalizes its DEI commitment through an Office for Equity, Diversity, Inclusion & Belonging, which also provides faculty with specialized training via its Inclusive Teaching Institute.
Princeton University extends its DEI efforts to the broader campus community, mandating training for employees, faculty, and student leaders. The University of Pennsylvania combines academic and practical initiatives by enforcing cultural diversity course requirements and funding projects that tackle systemic racism. Meanwhile, Yale University adopts a long-term perspective, requiring its schools and administrative divisions to establish five-year DEI plans.
In essence, the report concludes that a shift in the “race-obsessed cultures” at these institutions is necessary to fully align with the non-discrimination standards set by the Supreme Court.
