Medical Schools Rebrand DEI Programs Amidst Scrutiny, Report Claims

Medical schools across the United States are reportedly rebranding their diversity, equity, and inclusion (DEI) departments with new terminology, such as "health equity" and "inclusive excellence," while maintaining largely unchanged programming. This strategic renaming aims to navigate increased scrutiny of DEI initiatives, particularly from the Trump administration, according to a new report by CriticalRace.org.

The report, which examined six medical schools, found that despite the rebranding, the underlying programs have remained consistent. William Jacobson, a Cornell Law School professor and founder of the Equal Protection Project, stated that the rebranding is "not really meaningful" because the programming has not fundamentally changed. He noted that some programs are simply shifted to different departments or operate under new names.

The institutions highlighted in the report include Drexel University College of Medicine, the Zucker School of Medicine at Hofstra/Northwell, Saint Louis University School of Medicine, Northwestern University Feinberg School of Medicine, Lewis Katz School of Medicine at Temple University, and the University of Nevada-Reno School of Medicine (UNR Med). According to CriticalRace.org, these schools have adopted new names that often incorporate terms like "belonging," "engagement," and "excellence."

Drexel University College of Medicine, for instance, now operates an "Office of Community Health and Inclusive Excellence," which the report indicates incorporates the functions of its former DEI office and another health equity office. This new office supports events like Diversity Week and the "Diversity in Medicine Research Symposium."

The Zucker School of Medicine at Hofstra/Northwell rebranded its DEI office as the "Office of Engagement & Excellence." Its featured events include student-led "Safe and Brave Spaces" and "Diversity Night." A spokesperson for Hofstra University stated that the school "supports all students while remaining consistent with its institutional values and applicable law."

Northwestern University's Feinberg School of Medicine replaced its DEI office with the "Office of Health Equity," which offers "Safe Space Training" aimed at educating LGBTQIA+ allies. The Lewis Katz School of Medicine at Temple University reportedly renamed its office to the "Office of Strategic Partnership in Health, Education and Resources (SPHERE)," which continues to promote "equity" programs.

UNR Med appears to have moved its DEI programs from its Office of Diversity and Inclusion to the Multicultural Center. The center is described as a hub for cultural, LGBTQIA+, and gender-focused services and social justice initiatives. A spokesperson for UNR Med clarified that the dean's staff includes an associate dean for inclusive excellence but no longer a named office for DEI, and that the Multicultural Center supports students university-wide and focuses on fostering belonging and cultural understanding.

Jacobson expressed concern that the continued emphasis on DEI in medical schools could undermine public confidence. He argued that patients might question whether physicians were admitted and trained equitably or if they will receive fair treatment, especially when race-based considerations influence healthcare decisions. Jacobson cited a past lawsuit he was involved in, which challenged guidance that prioritized COVID-19 treatments based on race and ethnicity, as an example of the real-world impact of DEI in medicine.

In 2025, President Trump's administration initiated executive orders aimed at reducing DEI in various sectors. An order titled "Ending Illegal Discrimination and Restoring Merit-Based Opportunity" specifically called on federal departments to address race- and sex-based preferences in federally funded institutions, aligning with a Supreme Court decision on college admissions. Jacobson believes that while DEI programming may be less overtly stated, its intent often remains unchanged. He also noted that in medical schools, DEI initiatives are frequently driven by administration, unlike in other university departments where they may be more professor-led.

Jacobson suggested that state governments could play a role in challenging DEI policies at public medical schools, particularly as federal agencies and accrediting organizations increase their oversight. He emphasized the need for a long-term cultural shift towards equality rather than a focus on diversity, equity, and inclusion in academia. As of the report's findings, several of the mentioned medical schools did not immediately respond to requests for comment.