Understanding the UNC System’s Equality Policy

What does the new policy do overall?

The revised policy calls for a detailed look at diversity, equity, and inclusion initiatives on UNC System campuses, ensuring that university efforts do not infringe on academic freedom, equal opportunity or institutional neutrality.

What is the new policy approved by the Board of Governors?

The new policy, Section 300.8.5 of the UNC Policy Manual, is titled “Equality Within the University of North Carolina.” It replaces the former diversity and inclusion policy. The new policy requires all University offices and positions to:

Comply with nondiscrimination laws
Comply with institutional neutrality
Refrain from compelling others’ speech
Refrain from promoting political or social concepts through training or required beliefs

The policy specifically protects faculty members’ academic freedom, including research and curriculum decisions, and University work that focuses on the academic performance, retention or graduation of students.

Why was the former policy on diversity and inclusion replaced?

According to the UNC System, the policy on diversity and inclusion was replaced by the UNC System Board of Governors to reaffirm the System’s commitment to nondiscrimination, equality of opportunity, institutional neutrality, academic freedom and student success.

The new policy aims to ensure that the practices of System institutions do not endorse specific political or social viewpoints, maintaining a neutral stance to foster an inclusive and supportive environment for all students and staff.

What are the three main requirements of the new System policy?

The new System policy takes three current legal and policy requirements and applies them to offices and roles. Those three requirements are:

Institutional Neutrality: No office or role within System institutions may be organized or operated on matters of contemporary political debate or social action.
Prohibition of Compelled Speech: No office or role may endorse or express opinions about beliefs, affiliations, ideals or principles regarding contemporary political debate or social action.
Prohibition of Promoting Certain Concepts: No office or role within System institutions may be organized or operated to promote a list of concepts.

Additionally, individuals are not permitted to speak on behalf of the University, or contract with third parties to provide training or consulting services, in a manner that violates any of these three requirements.

How will the change affect programs and offices that support underserved groups of students?

The policy does not call for the elimination of programs or personnel devoted to supporting students of different backgrounds. Targeted initiatives that welcome and support underserved students are within the scope of the university’s mission, provided they abide by nondiscrimination laws and do not require students, staff or faculty to adopt a political viewpoint as a condition of participation.

Academics, Research, Committees and Volunteerism

How does the new policy affirm academic freedom in curriculum development and research?

The new policy affirms academic freedom by allowing faculty members to design and teach courses according to their academic expertise and educational needs of students. Faculty are free to select course materials, direct classroom discussions, and incorporate diverse perspectives relevant to their disciplines.

In research, faculty can freely pursue lines of inquiry, apply for grants, and form research groups. In all of these endeavors, faculty members should make clear that they are speaking for themselves and not for the university. Additionally, faculty must not unlawfully confer material benefits or condition the receipt of services or any other benefit of ECU’s programs to individuals or groups based on a protected class (e.g., giving preference for grants or mentorship programs to individuals based on race, ethnicity, or gender), and must at all times comply with East Carolina University’s Notice of Non-Discrimination Policy.

Are centers and institutes still permitted under the new policy?

Administratively directed centers must ensure compliance with content neutrality requirements, while faculty-directed academic centers that serve as extensions of the faculty’s pursuit of teaching, research, and service remain protected by academic freedom.

How does the policy affect faculty research and the pursuit of grant funding?

The policy allows faculty to pursue research and apply for grants freely, maintaining academic freedom. Faculty members can affirm their personal beliefs in support of grant applications, but institutional commitments must comply with the neutrality mandate and the Notice of Non-Discrimination and Affirmative Action Policy. Faculty should ensure their research activities and grant applications do not imply that the university endorses any specific political or social viewpoints.

How is staff-conducted research affected by the new policy?

Staff-conducted research should be reviewed to ensure it aligns with the new policy’s guidelines since it is not afforded the same protections as faculty research in the new policy and guidelines. Contact the Office of University Counsel with any questions.

How should units adjust equity or DEI committees under the new policy?

Equity or DEI committees within the units of the university, considered subdivisions of the university, must shift their focus to broader student, staff, and faculty success and wellbeing, rather than matters of contemporary political debate or social action. The committees must be renamed to reflect this new focus.

Are identity-based faculty/staff caucuses or affinity groups allowed?

Yes, identity-based faculty/staff caucuses or affinity groups are allowed. However participation must be voluntary, must be non-discriminatory, and participants cannot speak on behalf of the university. These are not subdivisions or employment positions of the University, and therefore, they are not prohibited by the new policy. Any support of such groups will be nominal.

Can faculty and staff participate in self-governing groups or caucuses? What are the conditions?

Yes, faculty and staff can participate in self-governing groups or caucuses if they are independent and do not represent the university. Activities must be non-discriminatory, not exclude individuals based on protected statuses, and avoid university-sponsored political or social advocacy. The university can provide space and nominal resources on a non-discriminatory basis.

How should faculty and staff approach service and volunteer roles under the new policy?

University committees or task forces, including department and college-level committees, must adhere to the policy’s neutrality requirements. However, faculty and staff can participate in outside service roles, such as professional organization service and community outreach, without those same restrictions, provided they do not speak on behalf of the University in violation of Chapter VI, Section 601(1) of the Code. University committees focused on particular identities should aim to improve student success metrics like graduation rates and mental health and well-being.

Student Support and Organizations

What are the guidelines for student organizations under the new policy?

Student organizations can support their members and engage in political or social advocacy as long as they do not speak on behalf of East Carolina University. The University supports all registered student organizations equally, ensuring access to campus resources.

Are all students subject to this new policy?

Students (who are not employees) and student organizations are not subject to the policy.

Can faculty and staff still advise student organizations?

Yes, University employees may advise student organizations or otherwise sponsor or facilitate student groups if they do so voluntarily and avoid controlling the content presented by the group.

Are identity-based student mentoring, programming and support still permitted?

Yes, identity-based student mentoring, programming and support are appropriate as long as they align as student success initiatives and are open and available to all students, without restriction or unlawful discrimination based on a protected class.

What changes are required for identity-based training programs like SafeZone?

All training programs should be reviewed in light of the new policy and the list of prohibited content in N.C.G.S. 126-14.6 to ensure compliance. Please contact the Office of University Counsel for additional guidance if necessary.

Website, Social Media and Events

What changes need to be made to University webpages and social media accounts?

University webpages must remove content that endorses specific political or social viewpoints, and University social media accounts should avoid posting any such content. Content should focus on providing factual information about programs, services and events without implying institutional endorsement of specific viewpoints. Efforts should begin with the most visible content, such as main website information, and ensure all current publicly facing materials comply with the new policy.

What should be done with content that endorses specific political or social viewpoints?

Content that endorses specific political or social viewpoints should be removed or revised. University webpages and social media accounts should focus on providing factual information about programs, services, and events without implying institutional endorsement of specific viewpoints. The review should prioritize the most visible content first to ensure compliance with the new policy.

Is it necessary to delete past content that does not comply with the new policy?

No, it is not necessary to retroactively delete content regarding past new stories, events, meeting minutes, or archived documents. However, all current publicly facing materials, including active webpages and websites which represent current positions or activities should be reviewed and updated to ensure compliance with the new policy.

What changes need to be made to references to DEI on websites?

Website statements about DEI need to be revised or removed. Instead, incorporating phrases from the BOG policy can be helpful, such as:

East Carolina University is dedicated to welcoming and serving students of all backgrounds and fostering a working environment where all employees feel welcomed and respected.
The University has a “longstanding commitment to the equality of opportunity in education and employment as a core value.”
All members of the University community should be “treated as an individual deserving of dignity and inclusion.”
East Carolina University will “ensure that diverse persons of any background . . . are invited, included, and treated equally.”
“Diversity means the ways in which individuals vary, including, but not limited to, backgrounds, beliefs, viewpoints, abilities, cultures and traditions that distinguish one individual from another.”
The University is committed to “equality of all persons,” including “equality of opportunity for all students that enroll in a constituent institution and for all employees that serve the University.”
The University must ensure that “students of all backgrounds are welcomed, included, and supported in their pursuit of a degree or certificate and that employee wellbeing remains a priority.”

Are events that support specific identities allowed going forward? How should I describe events?

Events that support specific identities are allowed going forward, but they must be open to all members of the campus community. The inclusion of all members of the University community should be clear in the posting.

Going Forward

When must all changes be in place?

All changes must be in place at all System institutions by Sept. 1, 2024, to ensure compliance with the new policy. ECU must certify its compliance with the policy and report the necessary adjustments to the UNC System office by this deadline.

What steps are required to ensure compliance with the new policy by Sept. 1, 2024?

To ensure compliance by Sept. 1, 2024, ECU must:

Evaluate current practices to identify areas of potential conflict with the new policy.
Adjust or discontinue programs, offices, and positions that violate the neutrality mandate.
Review and update university webpages and social media accounts to remove content endorsing specific political or social viewpoints.
Report on compliance efforts and certify adherence to the policy to the UNC System office by the deadline.

What happened to the University’s DEI-related offices?

In compliance with the new policy, System institutions are no longer allowed to have offices focused on diversity, equity and inclusion. At ECU, this means the Office for Equity and Diversity, the Department of Intercultural Affairs, and the Brody School of Medicine’s Office of Diversity Affairs are closed. The full-time staff from these offices have been reassigned to or found new roles in other areas within the University with different job duties. Some duties within these offices were completed as additional duties by faculty and/or staff with other full-time jobs on campus. In these situations, the additional duties have been eliminated. In addition, changes to institutional centers are now operational, with the Jesse Peel Center, the Women and Gender Center, the Military and Veteran Resource Center, and the Ledonia Wright Center all aligned under the Student Engagement unit within the Department of Student Life.

How should mission statements or strategic plans that include DEI-related objectives be handled?

Mission statements and strategic plans that include DEI-related values statements or objectives should be revised to align with the new policy.

How do accreditation standards with DEI components align with the new policy?

Most accreditation standards reviewed so far do not conflict with the policy or guidance. Units with specific questions can seek assistance from the Office of University Counsel.

Where should faculty and staff direct their questions concerning the interpretation and application of the new policy?

Faculty and staff should direct their questions concerning the interpretation and application of the new policy to their immediate supervisor, who can consult with leadership as needed. If further counsel is required, vice chancellors, deans and department leaders can consult with the Office of University Counsel for clarification. Students (who are not employees) and student organizations are not subject to the policy.

For more information on related topics, see: