The Changing Landscape of DEI in Higher Education
As of early 2025, several states have enacted legislation limiting or outright banning Diversity, Equity, and Inclusion (DEI) initiatives, particularly within public universities and state agencies. This marks a significant shift in how institutions approach diversity, representation, and workforce development—key issues that directly affect industries like aviation and aerospace.
These laws, now active in 11 states, restrict DEI programs, training, hiring practices, and even curricula related to systemic oppression, antiracism, and gender theory. Here’s what the laws look like in each state:
📌 DEI-Restrictive Laws by State
🔹 Florida: Prohibits public universities from funding DEI programs, bans courses based on "unproven, theoretical, or exploratory content," including critical race theory and gender studies.
🔹 Texas: Bans DEI offices, mandatory diversity training, and identity-based diversity statements that give preference regarding race or sex. Requires all public institutions to comply with the state Constitution regarding equality.
🔹 North Carolina: Limits the use of state funds for DEI initiatives in public universities and state agencies, restricting hiring practices that consider race, gender, or ethnicity.
🔹 North Dakota: Restricts DEI programs in public universities, including bans on mandatory diversity training and the use of DEI statements in hiring.
🔹 Tennessee: Bans DEI offices and programs in public universities, including mandatory diversity training and the use of DEI statements in hiring.
🔹 Utah: Implements restrictions on DEI initiatives within state agencies and public universities, limiting the use of state funds for such programs.
🔹 Alabama: Bans mandatory diversity training and the use of DEI statements in hiring at public universities.
🔹 Idaho: Enacted legislation banning DEI offices and programs in public universities, including mandatory diversity training and the use of DEI statements in hiring.
🔹 West Virginia: Limits the use of state funds for DEI initiatives within public universities and state agencies.
🔹 Iowa: Bans DEI offices at state colleges and universities and restricts promotion of certain viewpoints, including allyship, antiracism, microaggressions, systemic oppression, gender theory, and transgender ideology.
📌 Why This Matters for Aviation & Aerospace
Aerospace and aviation have long struggled with underrepresentation, particularly when it comes to women and people of color in leadership and technical roles. Many industry efforts to close this gap have relied on university pipeline programs, mentorship networks, and diversity-focused hiring strategies—all of which are now at risk in states with restrictive DEI laws.
🔹 The DEI Talent Pipeline May Shrink
With universities in multiple states barred from investing in DEI programming, recruitment efforts targeting diverse candidates may decline. Companies looking for well-trained, diverse talent in engineering, aviation, and STEM fields may find fewer qualified applicants from these regions, leading to a less innovative and competitive workforce.
🔹 Workplace Culture & Innovation Could Be Affected
Studies show that diverse teams drive innovation and profitability. A 2018 McKinsey report found that companies in the top quartile for gender diversity on executive teams were 21% more likely to outperform on profitability. Removing DEI programs that promote inclusive leadership and collaboration may result in workplaces that are less adaptable, less creative, and less welcoming for women and underrepresented groups.
🔹 Leadership & Retention Challenges Will Increase
Retention of women and diverse professionals in aviation and aerospace has already been a challenge, with women comprising less than 10% of aerospace engineers and fewer than 7% of commercial pilots. DEI programs have provided structured career development, sponsorship, and leadership training for women and minorities. Without these initiatives, companies may see a higher turnover rate among top talent, increasing recruitment costs and creating leadership gaps.
🔹 Aviation & Aerospace Companies Could Struggle with Global Standards
While some U.S. states are rolling back DEI initiatives, international aviation and aerospace organizations continue to prioritize diversity and inclusion. Global companies will need to balance compliance with restrictive state laws while meeting international standards for inclusivity, workforce development, and supplier diversity requirements.Falling behind in DEI efforts could make U.S.-based companies less attractive partners in global markets.
🔹 Future Workforce Development May Suffer
Aviation and aerospace are already facing a critical skills gap, with the Boeing Pilot and Technician Outlook projecting a need for 602,000 new pilots and 610,000 new maintenance technicians by 2041. Removing DEI-focused recruitment and education programs could further limit the pool of new talent entering these fields, making it harder for the industry to meet future demands.
📌 What Can Companies and Individuals Do?
✅ Expand Industry-Led Initiatives
Partner with organizations like Women in Aviation International, The Lift Circle, and the Organization of Black Aerospace Professionals (OBAP) to continue offering mentorship, scholarships, and leadership development opportunities.
Develop company-led programs to fill gaps left by defunded university DEI initiatives.
Offer internal sponsorship and mentorship opportunities for employees, focusing on underrepresented talent.
✅ Develop Alternative Talent Pipelines
Expand recruitment beyond traditional sources by building partnerships with technical schools, trade programs, and community colleges.
Invest in internship and apprenticeship programs that provide hands-on experience to a diverse range of candidates.
Strengthen high school outreach programs that introduce aviation and aerospace careers to young women and minority students.
✅ Champion Inclusive Leadership
Provide leadership training that includes inclusive management skills, unconscious bias education, and mentorship development.
Encourage senior leaders to sponsor emerging diverse talent by ensuring they receive high-visibility projects and leadership training.
Ensure leadership promotions and advancement opportunities are transparent and measurable, reducing the risk of bias in decision-making.
✅ Advocate for Policy Awareness & Change
Industry leaders must speak out on the business case for diversity and ensure policymakers understand that DEI is an economic and strategic advantage.
Encourage employees to engage in professional advocacy groups that promote industry-wide change.
📌 Final Thoughts
The rollback of DEI in higher education is a turning point, but it does not mean progress has to stop. We must shift the conversation from compliance to strategy—ensuring that inclusion, equity, and representation remain central to aviation and aerospace success.
Join the Conversation
How is your company adapting to these changes? What steps are you taking to ensure DEI remains a priority in your workplace? Let’s discuss in the comments.
Want to Take Control of Your Career?
With DEI programs disappearing, navigating a male-dominated industry is becoming even more challenging. That’s why I’ve created The Career Survival Guide for Women in Aviation & Aerospace Post-DEI Rollback—a resource packed with strategies to help you stay visible, advance in your career, and protect yourself in a shifting workplace.