Minimize Unrest After Racially Charged Incidents Occur on Campus
Racially charged incidents are occurring on campuses at alarming rates. Annual Security Report data shows race continues to be a motivating bias in nearly half of reported campus hate crimes.
Whether responding to acts of bias, such as quoting racially insensitive literature in courses, or hate crimes, such as racially charged killings by police, colleges and universities are examining how to prevent community anger from erupting into violent protests. Administrators and presidents should consider these actions to address concerns and reduce the potential for campus unrest.
Note: Several states have instituted laws that ban or restrict diversity, equity, and inclusion initiatives at public institutions. Additionally, a January 2025 executive order Ending Illegal Discrimination And Restoring Merit-Based Opportunity instructs several federal agencies, including the Department of Education, to create guidance related to the restriction of DEI programs. Also, the Department of Education issued a “Dear Colleague” Letter in February 2025 that outlines additional limitations on diversity initiatives until Title VI of the Civil Rights Act of 1964. Please consult legal counsel to determine the extent to which courses, offices, language, or initiatives (if any) are allowable at your institution.
- Assess the campus racial climate. Talk with students and employees to understand the issues and select the right corrective actions. Use focus groups, one-on-one conversations, or campus forums to elicit feedback. Regularly meet with student organizations representing minority groups to identify problems and create solutions.
- Open a campus dialogue on racial issues. Show a commitment to an inclusive campus by holding forums on supporting underrepresented students. Provide opening remarks and attend the entire program.
- Create a diversity committee to identify how your institution can be more inclusive. Include student leaders and faculty and staff from a cross-section of departments, such as security, athletics, academic affairs, study abroad, and specific colleges or academic units.
- Determine whether faculty and employees represent student demographics. Conduct a statistical analysis to compare your faculty’s racial composition to that of your student body, region, and state. If faculty and staff lack diversity, consult an employment lawyer about strategies for improvement. Articulate your institution’s stance on changing or keeping specific employment practices based on the analysis.
- Revise performance review and recruiting systems to diversify faculty and employees. For example, create minority recruitment and mentorship programs. Consult an employment lawyer.
- Build cultural centers on campus. Cultural centers show your institution welcomes different backgrounds, and the centers provide educational resources about cultural heritage. For example, many campus cultural centers offer publications, media, art, and speakers to teach the community.
- Create and publicize an online or telephone bias reporting system. Work with legal counsel to determine how your institution can best respond to problems identified.
- Stay responsive on social media. Work with public relations experts to craft a measured and prompt response to the first signs of social media unrest. Continue to monitor social media as the situation progresses. Respond when appropriate.
- Ensure campus speech and harassment policies don’t prevent freedom of speech. All institutions, public and private, should review their speech and harassment policies to ensure they don’t encroach on applicable free speech rights.
- Provide optional diversity training to students and employees. While training can impart greater understanding, it also can have adverse effects by focusing on potential liability or judging participants. Program effectiveness is critical. Before implementing a training program, review evidence of its effectiveness.
Recent litigation challenges the constitutionality of mandatory employee diversity training. Offer optional, evidence-based training. - Inform your campus community. Work with a public relations specialist to communicate with students, faculty, and staff any steps your college has taken to promote racial inclusion. Use multiple tools such as social media, news releases, and letters from the administration.
- Communicate with campus security and local police about conflict resolution and de-escalation. Ensure that security and local authorities are aligned on supporting your community’s free speech rights and campus safety concerns.
More From UE
Prepare for Violent Protests on Campus
Addressing Demonstrations on Campus
Campus Demonstrations and Conflicts Resource Collection
Additional Resources
Sample Faculty Diversity Reports
Iowa Colleges and Universities
Sample Letters From Administrators
University President Christina H. Paxson, Brown University (April 2021)
University President Daniele C. Struppa, Chapman University (June 2020)
Chancellor Randy Woodson, North Carolina State University (July 2016)
About the Author
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Melanie Bennett, Esq., ARM-E
Senior Risk Management Counsel
In her role on UE’s Risk Research team, Melanie dives into timely topics affecting education. Her areas of expertise include protecting minors, enterprise risk management (ERM), technology accessibility, and athletics. Prior to joining UE, she interned at the U.S. Department of Education’s Office for Civil Rights. Melanie serves on the Higher Education Protection Network’s (HEPNet’s) Board of Directors.