Diversity, equity and inclusion programs in Mississippi public universities have faced increasing criticism over the last two years. Attacks from prominent Mississippi politicians specifically targeting Mississippi State University have raised questions about how DEI initiatives actually manifest within MSU. 

State Auditor Shad White is among the leading voices criticizing DEI in Mississippi public universities. In a June 8, 2023 press release, White voiced concerns that taxpayer money is being used to promote divisive concepts such as “white privilege”- which, according to the Merriam-Webster dictionary, is “the set of social and economic advantages that white people have by virtue of their race in a culture characterized by racial inequality.”

“I have real concerns about what DEI staff may be teaching or doing at our taxpayer-funded universities,” White said. “For example, during the Trump Administration, President Trump shut down federal government DEI programs because some taught that ‘virtually all white people contribute to racism.’ This kind of language tears us apart, not brings us together.”

State funds expended for DEI initiatives at MSU

Along with his June 2023 press release, White published a report on how much Mississippi universities spent on DEI initiatives. One of the report’s findings is that in 2022, DEI initiatives at MSU received approximately $1.29 million, $247,196.73 of which were state funds expended.

The Mississippi Board of Trustees of State Institutions of Higher Learning (IHL) countered White’s criticisms, stating that DEI spending represents a small percentage of state funding and is crucial to student success and retention. 

“Our public universities have diverse student bodies and an obligation to support them,” the release said. “Spending on diversity programs is less than one percent of appropriations received from the state and the system budget. Providing programs to retain students so they can graduate and join the workforce is a worthy investment that strengthens our universities and our state.”

Open enrollment and affirmative action at MSU

Since the 1991 U.S. Supreme Court ruling in Ayers v. Fordice found that Mississippi’s higher education system was still segregated, all Mississippi public universities have generally been open enrollment. This means that any applicant meeting academic or athletic criteria set by MSU and the IHL is accepted to MSU during the open enrollment period. 

For applicants who do not meet the criteria, an admissions committee reviews the “student’s high school performance, ACT/SAT scores, placement testing and special interests and skills” according to MSU’s policy on undergraduate admission requirements.

In hiring, though, affirmative action still applies at MSU.

“MSU is an equal opportunity employer and does not permit race, sex or any other protected status to affect employment decisions. Affirmative action at MSU involves removing barriers to applying, being considered, accepting or continuing employment,” the MSU Title IX website says. 

Brett Harvey, MSU’s Director of Federal Regulatory Compliance, is part of the Office of Compliance and Risk Management. The OCRM is responsible for ensuring MSU complies with all federal regulations, including those on affirmative action.

Harvey said that the Office of Compliance and Risk Management (OCRM) assesses over 100 job groups under Executive Order 11246 based on factors such as gender, race, veteran status and disability. They look for statistical disparities, and when they find them, they examine the hiring process from recruiting through the applicant phase to find factors that may be causing the disparities.

“It’s really more about going and making sure that your process and your recruitment are inclusive and well-rounded and bringing in a lot of folks and you’re removing barriers,” Harvey said.

MSU’s DEI programs and policies promote retention and success

MSU’s Division of Access, Opportunity and Success (AOS) serves as the hub for MSU programs aimed at supporting students from diverse backgrounds. According to Ra’Sheda Forbes, vice president of AOS, the division’s mission is to foster student success through access and opportunity during and after their time at MSU.

Under AOS, there are seven departments: First Generation Student Programming, the Holmes Cultural Diversity Center, the Office of Inclusive Excellence, the Office of Pre-College and Opportunity Programs, the Promise Student Support Program, the Thrive Scholars Program and the TRiO Student Support Program. 

Forbes said these departments and their programs, especially the HCDC, are essential in fostering a sense of belonging and need-specific support for students, which translates into retention. They focus on groups such as culturally diverse students, Pell-eligible students, former foster children and first-generation college students.

“Both being able to have a support group or a group of peers who have similar experiences is really instrumental in terms of retention,” Forbes said.

The HCDC, located on the second floor of the Colvard Student Union, provides a space for students, especially members of minority groups, to connect with each other and find belonging. Related student organizations, such as the Black Student Association and the Latino Student Association, are housed under the HCDC department. 

Jordan Turk, a junior communication major and president of the Disability Rights, Education, Advocacy and Mentoring (DREAM) organization at MSU, said that clubs and spaces focused on minority groups are important in allowing students with shared experiences to bond and connect.

“It’s important for the reason why any other type of club is important: it’s for shared experiences and the ability not to feel alone,” said Turk, a Philadelphia, Mississippi native with cerebral palsy.

DEI division moves away from diversity name

Previously known as the Division of Access, Diversity and Inclusion, AOS underwent a name change in November 2023. Forbes explained that the change was necessary to shift focus more towards AOS student success outcomes rather than the negative connotations often attached to diversity and DEI initiatives. 

“There are certainly sort of myths around this work,” Forbes said. “But when we think about the work at Mississippi State University, the work is grounded in student success outcomes.”

Forbes said that while diversity is part of MSU’s institutional identity, outside of recruiting efforts, the majority of AOS’s work is focused on supporting the already diverse campus community.

Forbes explained that the new name better aligns with AOS’s mission of access, opportunity and success and allows the division to be more effective by accurately representing its goals. 

“If our ability to do this work is grounded in language associated with the work, then the most important thing that we can do is to frame the work well in conjunction with outcomes associated with our work,” Forbes said, “which is really the work of access, is really the work of opportunities, really the work of success.”

Cultural diversity program enhances free speech

Forbes said that non-minority students are also welcome to hang out in the HCDC, which aims to be community-building rather than divisive. She said that during her time at MSU, the HCDC allowed her to interact with other communities she had not interacted with before and learn their perspectives. 

“That’s the beauty of the Holmes Cultural Diversity Center,” Forbes said, “is that it brings all people together despite the walks of life they’ve been in to learn each other, to appreciate each other, to build community with each other.”

Turk said that having these spaces enhances free speech by allowing different perspectives to be heard and considered.

“I think it enhances free speech in the way that it allows people to articulate and learn about things that they otherwise wouldn’t have been able to learn about,” Turk said.

Shad White criticizes MSU department for pledging support for anti-racism

One major concern is that DEI programs force loyalty to divisive race-related concepts.

In a Sept. 3 post on X, formerly known as Twitter, White references the MSU Department of Counseling, Higher Education Leadership, Educational Psychology, and Foundations (CHEF) 2020 Statement of Commitment on Antiracism, Equity and Social Justice.

At the time of the statement, CHEF was known as CEPF, the Department of Counseling, Educational Psychology and Foundations.

“We will be a department that is actively antiracist in our work and unrelentlessly vocal and active in our commitments to change,” the CHEF statement said.

White wrote in his tweet that the concept of “anti-racism” promotes discrimination against groups that historically discriminated against other groups.

“Entire departments at State have released written statements professing loyalty to ‘antiracist’ ideology,” White wrote, “and if you haven’t heard of “antiracism,” the main idea behind it is the notion that ‘the only remedy to past discrimination is present discrimination.’ It’s nuts.”

White references American author Ibram X. Kendi’s definition of anti-racism. 

“The only remedy to racist discrimination is antiracist discrimination. The only remedy to past discrimination is present discrimination. The only remedy to present discrimination is future discrimination,” Kendi wrote for book publisher Penguin.

However, anti-racism is a relatively new concept with several different interpretations.

According to The National Museum of African American History and Culture (NMAAHC), being anti-racist means “fighting against racism” and “results from a conscious decision to make frequent, consistent, equitable choices daily.”

It is unclear what CHEF’s definition of anti-racism was at the time of the statement. CHEF Department Head Daniel Gadke did not respond to The Reflector’s email requesting clarification.

Forbes said that AOS does not do any workshops, particularly in the HCDC, centered around racial ideology and terms like white privilege.

Mark Keenum says DEI and student support programs are essential

In 2023, MSU President Mark Keenum wrote a letter to White providing information about MSU’s DEI initiatives alongside the financial information requested for White’s report. In his letter, Keenum said that programs to support students are essential to creating a better Mississippi workforce.

“The number one priority of our university is helping our students earn their degree,” Keenum wrote. “Our state needs more college graduates prepared to excel and compete for the jobs of the future, and we are committed to doing our part to enhance Mississippi’s workforce and economic competitiveness.”

This article is part of a series on DEI and MSU, read the first article below: