The U.S. Court of Appeals for the Fourth Circuit issued an order lifting the nationwide injunction on President Donald Trump's executive orders targeting (DEI) programs.

There are currently more than 30 bills across the U.S. targeting diversity, equity, and inclusion initiatives at public colleges.

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The Prejudicial Materials Working Group (PMWG) of the RBMS Controlled Vocabularies Editorial Group (CVEG) was convened in the summer of 2020 to review, revise, and generate new terminology in the RBMS Controlled Vocabulary for Rare Materials Cataloging (RBMS CVRMC) that would be useful for indexing works that are prejudicial in nature, or that are the byproduct of prejudicial and hateful systems and ideologies. This work included review and revision of scope notes and relationships between terms.

What has—and hasn’t—changed in the legal landscape.

Policies in academic libraries, whether formal or informal, external or internal, carry high levels of importance for the functioning of the library. …

The American Bar Association will temporarily suspend enforcement of its diversity and inclusion standard for law schools.

To fairly reward talent in all its forms, companies need to remove barriers that prevent people’s potential and contributions from being recognized.

A series of bills targeting diversity, equity and inclusion initiatives in state agencies, colleges and universities are circulating through the Legislature as Republican lawmakers look to align with President Donald Trump’s executive order ending DEI programs.

The Trump administration is facing a new legal challenge to President Donald Trump’s executive orders (EOs) to eliminate diversity, equity, and inclusion (DEI) programs and initiatives after a group of diversity officers, professors, and restaurant worker advocates filed a lawsuit in a federal court in Maryland on February 3, 2025, alleging the orders are vague and unconstitutional. Meanwhile, the U.S. Attorney General and the U.S. Office of Personnel Management (OPM) issued memoranda on February 5, 2025, to implement the orders and guide federal agencies on their scope.

How you communicate about your policies can be just as important as what those policies are.

FOR IMMEDIATE RELEASE                                                                              Monday, February 10, 2025President Petersen Calls on Arizona's Public Universitiesto End Illegal, Discriminatory DEI Programs PHOENIX, ARIZONA— Senate President Warren Petersen is calling on Arizona's public universities to end all illegal Diversity, Equity, & Inclusion (DEI) programs, and to restore commonsense merit-based opportunities for students, faculty, and staff. In a letter sent today to A

Analysis of Trump’s 2025 executive orders and their impacts on tribal entities, from tax status and energy policy to federal recognition and contracting opportunities

The AAUP, along with the National Association of Diversity Officers in Higher Education and other plaintiffs has filed a lawsuit to block Trump’s unlawful and unconstitutional DEI executive orders,

In the 2021-22 school year, RWU Law co-sponsored, along with the City University of New York School of Law and Jurist, an ongoing Integrating Doctrine & Diversity Speaker Series.

As Donald Trump returns to the White House, a newly emboldened anti-DEI bloc has gained powerful allies.

While top brass in conservative circles aim to curtail DEI, college students are optimistic about diversity, according to a new survey.

As our organization grows larger and more diverse, we work to expand the language we use to tell our story.

Widespread global uncertainty in the form of the COVID-19 pandemic, ongoing wars, social uprisings, and rising inflation have led individuals to feel less of a sense of personal control. New research finds that this lack of control can drive employees to seek similarity in coworkers, forming homogenous teams that stifle diversity and innovation. Research involving over 90,000 participants across multiple studies revealed that individuals with reduced control gravitate toward those similar in race, religion, or values, reinforcing predictability but fostering segregation and limiting collaboration. Leaders can mitigate this effect by taking the following steps: 1) Foster psychological safety, 2) establish predictable work routines, 3) encourage cross-functional teams, 4) develop responsive feedback systems, and 5) cultivate individual autonomy.

While DEI has faced significant backlash in the last year, companies across industries are still looking for ways to build healthy, inclusive workplace cultures where everyone can do their best work. New data at shows that even during this year of backlash, companies continued to make progress on many of their DEI initiatives. There are three ways companies should consider shifting their approach to DEI, both to be responsive to the current moment and to achieve greater impact: resetting the narrative, using data more effectively, and moving from siloed efforts to an embedded organizational focus on creating cultures that work for everyone.

Inclusion. Education. Allyship. We provide interactive and engaging learning sessions, resources, programs, and more for allies committed to creating diverse, equitable, inclusive, and accessible workplaces and communities.

We’ve documented actions taken on dozens of campuses to alter or eliminate jobs, offices, hiring practices, and programs amid mounting political pressure to end identity-conscious recruitment and retention of minority staff and students.

A tested approach to DEI that creates lasting change.

Proponents of DEI face an enormous struggle over the next four years. The incoming Trump administration has signaled it will escalate the already virulent anti-DEI backlash in the workplace. Leaders who want to build just and inclusive organizations amid these challenging conditions can look to a framework developed eight years ago to help multinational corporations support LGBTQ+ inclusion in countries that are hostile to LGBTQ+ rights. Companies can follow: 1) the “When in Rome” model, in which they adhere to local norms and laws, even if that means diluting some of their DEI commitments; 2) the “Embassy” model, in which they adopt DEI policies internally but do not push for larger societal change; or 3) the “Advocate” model, in which they seek to shift local laws and social norms in a pro-DEI direction.

The CALM Land Acknowledgement statement and ongoing work.

Editor’s Note: This guest post has been authored by Alejandro Marquez (Science and Engineering Librarian at the University of Denver Libraries) and Brady Niemitalo Woods (Patron Training Specialist at Jefferson County Public Library, Colorado). The fall semester started recently, marking the begi

STRONG BUSINESS LEADERSHIP AND CONTINUED OPPORTUNITIES FOR IMPROVEMENT IN ADVANCING RACIAL AND ECONOMIC EQUITY

There is no DEI without justice. This book brings the J in DEIJ to life, giving organizations a road map to justice-centered action. We have not yet succeeded at dismantling systems that perpetuate harm and exclude non-white groups. Many organizational DEI efforts fail because they are too tactical and focus on "fixing" marginalized communities rather than reworking the systems that uphold inequity. A component is missing from the diversity, equity, and inclusion equation-- justice. Justice as an orientation focuses on repairing broken systems, acknowledging harm, and implementing deliberate processes and practices that produce equity and shift power. Justice work diverges from traditional metrics-driven DEI work and requires a new approach to thought and action to effectively dismantle power structures. DEIJ pioneer Mary-Frances Winters seeks to provide understanding and guidance to organizations committed to doing the work properly. With additional chapters written by the Winters Group's core team and strategic partners, this book shares relevant theory and practical remedies to achieve equitable workplaces and features advice on how to ditch neutrality, practice restorative dialogue, amplify anti-racist practices, and more. By taking a justice perspective, this book will help readers to both achieve equity and sustain it. --

Making library websites accessible : a practical guide for librarians-book