HIGHER EDUCATION SERVICES
With increased scrutiny on the admissions and employment practices of colleges, universities, and other institutions of higher education, as well potential new reporting requirements, DCI is the strategic partner you need to prepare for and respond to these new challenges.
The Department of Education (DOE) has instructed the National Center for Education Statistics to expand the scope of data it collects through the Integrated Postsecondary Education Data System (IPEDS) data collection portal starting with the 2025-2026 school year. Should these proposed changes, known as the Admissions and Consumer Transparency Supplement (ACTS), be approved and adopted, higher education institutions will be required to report up to six years of data on applicants, admitted students, and enrolled students for undergraduate and graduate admissions programs. This data includes disaggregated race/ethnicity, sex, GPA, standardized test scores, and other relevant factors.
DCI can partner with your institution in a number of ways including:
- Training on conducting analyses on admissions data and mitigating risks in admissions programs
- Assessing admissions processes using social sciences to balance institutional priorities with compliance risk
- Preparing and validating data for IPEDS submissions
- Analyzing admissions data to assess potentially illegal gender and race/ethnicity differences in admissions outcomes
Pursuant to several Trump Administration priorities, the Department of Justice (DOJ) has begun sending Civil Investigation Demands (CIDs) to private employers, including higher education institutions, to inquire about potentially illegal diversity, equity, and inclusion programs. Colleges, universities, and other higher education institutions should be prepared to receive requests about employment, pay, and admissions practices from DOJ and other federal agencies.
DCI can help prepare for and respond to these requests using our decades of experience. Our consultants work closely with your institution to deliver tailored solutions, such as:
- Assessing employment policies, practices, and procedures to minimize the legal risk of diversity, equity, and inclusion programs
- Conducting a pay equity analysis based on standards from Title VII of the Civil Rights Act
- Analyzing hiring, promotion, and termination data to identify statistical and practical disparities
- Developing a customized hiring process by identifying key characteristics necessary for employees to succeed at your organization
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