diverse group | Campus Safe Words

TERM: diverse group
RISK LEVEL: high

Definition

“Diverse group” refers to a collection of individuals representing a variety of characteristics, such as race, ethnicity, gender, nationality, religion, socioeconomic status, or perspectives. In higher education, it is frequently used in reference to student cohorts, hiring pools, advisory boards, or panel participants to emphasize inclusion of multiple backgrounds or viewpoints.

Why It’s Risky

Though often intended to convey fairness and inclusivity, the phrase “diverse group” is politically sensitive in many states where DEI language and identity-conscious practices are restricted by law or executive order. Under statutes like Texas Senate Bill 17 or Florida’s Stop W.O.K.E. Act, references to demographic diversity in hiring, programming, or admissions may be interpreted as signaling group-based preferences, which could conflict with mandates for viewpoint neutrality and equal treatment. When used without clarification, “diverse group” can raise concerns that institutions are using identity markers as criteria rather than focusing on experience, qualifications, or mission alignment.

Common Critiques

Critics argue that “diverse group” is too often used as a euphemism for demographic quotas or ideological filtering, especially in faculty searches, scholarship selection, or committee appointments. In politically conservative environments, this language may be seen as prioritizing appearance over substance, leading to doubts about academic merit, institutional neutrality, or fairness. Some policymakers contend that efforts to assemble “diverse groups” can result in viewpoint suppression, particularly when demographic representation is emphasized at the expense of intellectual diversity. Others assert that the phrase lacks transparency—failing to define what kind of diversity is being pursued and why—which can lead to legal or reputational risk. In state audits and legislative reviews, the phrase has been flagged when used as a justification for targeted recruitment, affinity-based programming, or DEI-aligned initiatives without a clear, lawful basis.

Suggested Substitutes

Broadly representative team (in hiring or leadership contexts)
Range of academic disciplines and life experiences (in panels or committees)
Cross-functional working group (in institutional or administrative projects)
Multi-perspective collaboration (in research or classroom activities)
Inclusive participation (in student leadership or event planning)

These alternatives emphasize function, qualification, and collaboration without identity-based implications.

When It May Still Be Appropriate

“Diverse group” may be appropriate in federal grants, scholarly writing, or disciplines such as sociology or education where the term is explicitly defined and relevant to the subject matter. It may also be used in quotation or when referring to externally defined requirements. In institutional communications, avoid the term unless its meaning is clearly linked to goals such as geographic, experiential, or disciplinary breadth.

NOTES: If referencing group composition, clarify the selection criteria and how it supports academic or operational objectives. Avoid framing diversity as an end in itself or as a moral imperative. Emphasize individual merit, institutional mission, and service outcomes to maintain legal defensibility and reduce political exposure.