MBA programs need diversity, equity and inclusion (DEI). They need DEI because business schools play a vital role in shaping the world of business; the students in their programs go on to lead industry-shaping organizations, to drive change, and to influence the future of business.
The way in which diversity is handled in the U.S. is, however, changing. The Trump administration’s stance on DEI initiatives is clearly oppositional, and the 2023 rollbacks on affirmative action by the Supreme Court turned out to be only the beginning.
In the wake of new legislation, business schools are adapting to ensure that their programs continue to center DEI.
The Legal Landscape
In 2023, the Supreme Court ruled to end race-conscious admissions. The decision ended affirmative action at U.S. universities, claiming that they violated the equal protection clause of the U.S. constitution. Inclusive admissions policies were banned, and higher education institutions were forbidden from considering race as a factor in college admissions. The impact on diversity initiatives was huge, immediate, and continuous.
This February, the crackdown on diversity and inclusion accelerated. A memo from Trump’s administration claimed that the DEI efforts of schools and universities were “smuggling racial stereotypes and explicit race-consciousness into everyday training, programming and discipline.”
Following the memo, the Trump administration launched investigations into over 50 universities for alleged DEI-related violations, scrutinizing programs across educational institutions.
Investigation Outcomes
One such investigation leans on the Civil Rights Act of 1964 in order to investigate Harvard’s student-run journal, the Harvard Law Review. The act drew criticism from Maya Wiley, the president of the Leadership Conference on Civil and Human Rights, who described it as “working very hard to turn civil rights laws against” the people trying to faithfully implement them.” The administration has also announced that it will no longer award federal National Institutes of Health grants to any universities operating diversity, equity, and inclusion programs.
Programs such as the PhD Project – whose efforts aim to increase the numbers of underrepresented students in business – also came under investigation, and 45 public and private universities were targeted by the administration for their collaboration.
These memos were challenged by federal lawsuits, with recent results: On August 14th, two of the Trump administration’s anti-DEI actions were struck down by a Federal judge. U.S. District Judge Stephanie Gallagher in Maryland declared that the memos, which threatened to cut funding to schools maintaining DEI initiatives, violated federal law. This action was described by Democracy Forward as “an important victory over the administration’s attack on DEI” and a crucial moment in the “administration’s war on education.”
Despite this positive result, the landscape remains confusing and many DEI initiatives have already suffered consequences. MIT Sloan, for example, announced the closure of its DEI Office in May. The decision follows MIT’s inclusion in the the Department of Education’s Office for Civil Rights’ investigation, which named it as “ engaging in race-exclusionary practices.” The Association to Advance Collegiate Schools of Business (AACSB), too, have rolled back on DEI: removing terms such as “diversity and inclusion” from their reports, cutting the metrics from their analyses, and opting for phrases such as “community and connectedness” instead.
Business Schools’ Adaptive Strategies
Curriculum Innovations
Business schools know that they must maintain diversity, equity and inclusion, despite restrictions. Adapting curricula is one way in which this is possible.
Wharton, for example, has used its curriculum to embed inclusivity into their academic offerings. Wharton offers a specialized MBA major in Diversity, Equity & Inclusion (DEI) which, as of 2025, has been renamed “Leading Across Differences.”
Shifting Perspectives and Holistic Admissions
Some schools have been able to maintain their focus on diversity by subtly shifting the lens. By focusing on socioeconomic background, personal experiences, and demonstrated commitment to diversity, schools can move beyond the traditional metrics (which the Trump administration is targeting), while still understanding where their DEI efforts should be focused.
MIT Sloan’s Video Essay, for example, gives candidates a chance to “showcase elements of their personalities and candidacies that they will not have the chance to address in their other application materials.” The school’s Short Answer Essay Question builds on this, asking candidates to explain:
“How has the world you come from shaped who you are today? For example, your family, culture, community, all help to shape aspects of your life experiences and perspective. Please use this opportunity to share more about your background. (250 words or less.)”
Harvard Business School, too, builds room into its application for students to detail their background and experiences. The additional essay question gives candidates room to discuss “element[s] of one’s identity not covered in the program’s data forms,” while both Essays 1 and 2 ask applicants to draw on their own personal experiences and how these influence both their achievements and their aspirations.
Institutional Commitments
In many schools, internal support programs are springing up to reaffirm the dedication of schools to DEI.
At Columbia Business School, for example, the student-led, LGBT “Cluster Q” collaborates with the Office of Admissions to provide support and networking opportunities for minority students.
And, at Wharton, student-led organizations such as the African American MBA Association (AAMBA) and the Wharton Women in Business (WWIB) club facilitate career guidance, leadership development, and financial aid for students.
The Role of the Consortium and Collaborative Initiatives
Multiple initiatives and organizations collaborate with business schools to promote diversity in their MBA programs.
The Consortium for Graduate Study in Management, for example, facilitates applications for and awards scholarships to underrepresented minorities. Candidates applying via the Consortium can send off a single application to six of its 20 member schools (unfortunately down from 25 since the summer of 2024). In order to join the program, MBA applicants must demonstrate their commitment to upholding diversity via a Mission Essay. Running for close to 60 years, the Consortium has over 10,000 alumni.
The National Black MBA Association is another program supporting underrepresented MBA applicants. Via an extensive network, the National Black MBA Association (NBMBAA) connects Black MBA students and alumni, leading to opportunities such as internships and employment. Members of the association can also access additional support, such merit-based scholarships.
Collaborations such as these are influencing the demographics and inclusivity of MBA cohorts by:
- Increasing the representation of underrepresented minorities;
- Providing streamlined application processes;
- Reducing financial barriers to entry;
- Supporting DEI-focused curricula and leadership training within business schools;
- Building and increasing access to networks.
These efforts are reflected in admission numbers. Business Because reported that at Columbia Business School, for example, a close collaborator with organizations such as the Forté Foundation and the Consortium for Graduate Study in Management (CGSM), the Class of 2023 was made up of “women (44%), international students (47%), and minority students of US origin (43%).”
Applicant Perspectives and Considerations
It’s worth noting that, despite the backdrop of a crackdown on DEI initiatives, MBA applicants still seek out diverse programs. GMAC reported in its 2025 survey that 67% of U.S. business school candidates say that equity and inclusion “are important or very important to their academic experience.” In fact, 59% of all U.S. applicants stated that they wouldn’t even consider applying to a school that “does not prioritize the topic.” This is a sizable increase from figures included in the 2024 Prospective Student Survey, which reported 40% of applicants insisting that their target schools prioritized DEI.
The question, then, lies in how to navigate this new landscape.
Articulating your unique background and experiences in applications is a key part of this: Using the open, experience-centered questions found in application essays, explain who you are and how your perspective has been shaped. Focus on the “why” behind your choices and goals, and explain how your background has informed your vision and experience. As always, ensure that everything you discuss is linked to your career aspirations and add detail on how you will contribute to the MBA program.
It is also crucial that applicants take the time to ensure that the DEI commitments, resources, and support of an MBA program align with their own values and goals. It is still possible to find schools which offer specialized courses and which demonstrably foster inclusive campus cultures. When choosing which schools fit you best, take a look at:
- Curriculum content;
- Diversity amongst faculty and leadership;
- Available support for students;
- Alumni networks;
- Partnerships (such as with the Consortium for Graduate Study in Management).
What Comes Next?
The approach to DEI amongst business schools is shifting. Schools are rethinking the ways in which they work to foster diverse cohorts, rolling out new strategies and initiatives.
Emphasis has already begun to shift towards giving students space in the application process to explain their personal narrative, and this shift is likely to continue – as is a movement towards a focus on wider metrics such as socioeconomic status. These adjusted perspectives allow schools to continue centering diversity, equity and inclusion without bypassing legal constrictions. It is important to remember that this move to restrict DEI initiatives in higher education institutions is just one piece in a much larger puzzle. A “political and cultural shift” is taking place – not just in schools, but in the workplace, too. The tension which schools are facing, in which they must adapt or remove their DEI practices in order to comply with legal regulations, has sparked debates over free speech and academic freedom around the world.
