The work of chief diversity officers (CDOs) is becoming more strained, less predictable, and increasingly shaped by political intervention, according to the 2025 State of the CDO Survey Report from the National Association of Diversity Officers in Higher Education (NADOHE) and Rankin Climate. The report, based on responses from 394 diversity leaders — a 51% increase over the inaugural 2023 survey — offers one of the clearest national snapshots yet of how DEI (diversity, equity, and inclusion) roles are evolving under intensifying scrutiny.
Nearly nine in ten respondents (87%) said their roles have become more stressful over the past two years, and 77% reported their work has grown more upsetting. In addition, 68% described their jobs as less predictable than in 2023. These emotional trends mirror broader structural changes on campuses nationwide, as federal and state political pressures increasingly reshape how institutions approach DEIB priorities.
The report shows that 34% of CDOs said their roles have changed, and nearly one-third (29%) said their offices have been reorganized since 2023. In several cases, offices were dismantled outright — often in response to newly enacted state laws targeting DEI infrastructure. Respondents cited “disbanded due to state action,” “office dissolved,” and “role eliminated” among recent experiences. One participant pointed to constraints stemming from “pending legislation and Federal and State Executive Orders,” noting their role “may eventually be eliminated.”
Budget pressures compounded these challenges. While just over half of respondents indicated their budgets remained unchanged, of those reporting cuts, decreases ranged from 10% to 60%, with some reductions attributed to enrollment declines, institutional deficits, or political directives. One respondent wrote, “My budget is now zeroed out due to the Trump order,” while others referenced growing administrative fear that DEI spending will draw negative attention.
Despite the turmoil, the report highlights continued dedication within the profession. Many CDOs reported expanded responsibilities, often taking on student affairs, compliance, Title IX, accessibility, or community engagement work. Some also described positive shifts in influence, including promotions or new roles on presidential cabinets—though these gains were offset by others who reported being removed from decision-making or excluded from leadership meetings.
Institutional support varied widely. While 43% of respondents said the president’s office provides the strongest backing for their work, they identified development offices, governing boards, and faculty as the least supportive. And even though 42% of CDOs said campus buy-in for DEI had changed since 2023, the split was nearly even between those reporting increases and decreases. Among those experiencing declines, reasons pointed overwhelmingly to political realignment. As one respondent put it, “DEI is like the new ‘F’ word.”
The political climate also looms largest as a future barrier. An overwhelming 91% of respondents identified it as the most pressing challenge for the profession moving forward. Campus-level concerns—including worsening climates, mental health pressures, and crisis-management demands—rounded out the top issues.
Despite mounting external hostility — particularly from the Trump administration’s efforts to weaken formal DEI structures — the report underscores the resilience of diversity leaders who continue to anchor institutions’ commitments to equity and belonging. Still, as roles become increasingly volatile, NADOHE’s findings suggest that sustaining this work will require not only institutional will but also safeguards against political intrusion into higher education governance.
