gender diversity | Campus Safe Words

TERM: gender diversity
RISK LEVEL: extreme

Definition

“Gender diversity” refers to the presence and recognition of individuals with a variety of gender identities beyond the male-female binary, including transgender, nonbinary, and gender-nonconforming individuals. In higher education, the term is used in student support services, inclusive hiring practices, training programs, and curricular offerings, especially within DEI frameworks.

Why It’s Risky

“Gender diversity” is closely tied to identity-based language and policies that have come under legislative restriction in many states. Under laws such as Florida’s Stop W.O.K.E. Act, Oklahoma Executive Order 2023-31, and Texas Senate Bill 17, public colleges and universities are prohibited from promoting or funding initiatives that treat gender as self-defined or fluid outside of clearly legal or biological categories. When “gender diversity” appears in job postings, training requirements, strategic plans, or outreach materials, it is often interpreted as ideological and noncompliant with state mandates for viewpoint neutrality and biological sex-based classification. Its use in hiring or admissions criteria is particularly high-risk.

Common Critiques

Critics argue that “gender diversity” introduces subjective and contested theories of identity into institutional policy and practice. In conservative circles, the term is viewed as part of a broader progressive agenda to redefine biological categories, often at odds with religious freedom, parental rights, and traditional values. Legislative concerns focus on whether the promotion of gender diversity leads to compelled speech (e.g., pronoun policies), selective programming, or unequal treatment based on belief. Some lawmakers contend that gender diversity initiatives divert institutional resources toward ideological programming rather than core academic or operational goals. In faculty evaluations, general education curricula, or public-facing materials, references to “gender diversity” may be cited as evidence of DEI alignment in violation of state restrictions.

Suggested Substitutes

Respect for all students (in conduct or classroom language)
Supportive campus climate (in student services or housing)
Freedom of self-expression (in counseling or orientation materials)
Inclusive professional conduct (in HR or employee expectations)
Clear nondiscrimination by sex (in compliance or legal documentation)

These alternatives maintain a tone of respect and legal alignment without advancing contested frameworks.

When It May Still Be Appropriate

“Gender diversity” may still be used in academic research, elective coursework, or scholarly publications where the term is defined and contextually grounded. It may also be included in student-led programming or affinity group materials where participation is voluntary. In compliance-related contexts or institutional planning documents, avoid the term unless explicitly required by grant language or accreditation standards.

NOTES: Refrain from using “gender diversity” as a stated hiring, admissions, or performance goal. Where gender identity must be addressed, clearly distinguish between institutional obligation (e.g., Title IX) and voluntary support. Focus public messaging on lawful access, respectful conduct, and academic mission to ensure alignment with current federal and state regulations.