Please note: If you have questions about interpreting this law, please contact the Office of the General Counsel at general-counsel@uiowa.edu before scheduling activities for the UI campus. 

What is Iowa Code Chapter 261J?

Iowa Code Chapter 261J, enacted through Senate File 2435, is a state law that restricts the establishment, funding, and operation of Diversity, Equity, and Inclusion (DEI) offices and related activities at public institutions of higher education in Iowa, including the University of Iowa.

What is considered a “DEI office” under this law?

A “DEI office” includes any unit responsible for creating, developing, implementing, or promoting certain DEI-related policies, training, programming, or activities. The statute defines such activities as follows:

  • Manipulating or influencing the composition of the faculty or student body with respect to race, sex, color, or ethnicity;

  • Promoting differential treatment or providing special benefits to individuals on the basis of race, color, or ethnicity;

  • Promoting or promulgating policies and procedures designed or implemented with reference to race, color, or ethnicity;

  • Promoting or promulgating trainings, programming, or activities designed or implemented with reference to race, color, ethnicity, gender identity, or sexual orientation; or

  • Promoting, as the official position of the university, a particular, widely contested opinion referencing unconscious or implicit bias, cultural appropriation, allyship, transgender ideology, microaggressions, group marginalization, antiracism, systemic oppression, social justice, intersectionality, neo-pronouns, heteronormativity, disparate impact, gender theory, racial privilege, sexual privilege, or any related formulation of these concepts. 

What offices are not considered prohibited "DEI offices"?

  • Legal compliance offices staffed by licensed attorneys.

  • Academic departments offering for-credit instruction.

  • Offices solely engaged in student recruitment.

  • Registered student organizations.

What activities are prohibited under this law?

The university shall not:

  • Establish or maintain a DEI office.

  • Hire or assign employees or third parties to perform DEI office functions.

  • Require or solicit DEI statements from applicants or employees.

  • Give preferential consideration based on DEI statements.

The law does not prohibit:

  • Academic instruction and research.

  • Activities of registered student organizations.

  • Guest speakers or performers with short-term engagements.

  • Mental or physical health services provided by licensed professionals.

  • Bona fide sex-based qualifications necessary for operations.

How can the UI still support student services?

Iowa will continue to offer broadly accessible support services (e.g., academic advising, counseling, tutoring) that are not identity-specific or otherwise restricted by the law.

How has the UI ensured compliance?

The university:

  • Has eliminated DEI offices.

  • Reviewed job descriptions and removed DEI-related duties.

  • Updated promotional materials to reflect non-discriminatory and neutral language.

  • Prohibits compelled pronoun disclosure and DEI statement submission.

Will any funding be reallocated?

Yes. All funds previously allocated to DEI offices or personnel are being reallocated to support other University of Iowa student success and programming needs.

Is there an annual reporting requirement?

Yes. The UI must submit a compliance certification report to the Iowa General Assembly and the Governor by December 1 each year.

What happens if someone believes Iowa is violating this law?

Any person may notify the Iowa Attorney General of a potential violation. 

FAQs for Employees

When answering questions, keep your responses factual, neutral, and focused on the law and UI’s values. Refrain from speculating on legal interpretations or sharing personal opinions. If you’re unsure of an answer or feel it’s outside your scope, it’s okay to defer to the Office of the General Counsel.

Why doesn’t the University of Iowa have a DEI office anymore?

The State of Iowa passed a law that bans public universities from establishing or funding offices, programs, or staff positions focused on DEI. As a public institution, Iowa must follow this law. We have taken action to remove DEI offices and make sure job duties, trainings, and communications meet the law’s requirements.

Does this mean the university no longer supports community members from different backgrounds?

We are an equal employment opportunity employer and continue to offer services, such as academic advising, counseling, and student engagement opportunities that are available to everyone without regard to identity characteristics. These efforts reflect our commitment to helping students and employees and ensuring they have the resources necessary to succeed.

I’m concerned this law limits belonging on campus. What is the university doing about that?

While the law outlines what universities can and cannot do, we remain focused on creating an environment where every Hawkeye has the opportunity to succeed, contribute, and connect. Services like academic advising, counseling, and student organizations continue to be available to all.

How does the institution help people still feel welcome?

We continue to provide access to resources and opportunities that help people succeed on campus and stay connected to the community. These include: 

  • Support services for students, staff, and faculty, including counseling, academic support, and wellness resources.
  • Over 600 registered student organizations, which foster connection, leadership, and engagement.
  • A campus culture built on professionalism, mutual respect, and open dialogue.
  • Universal work competencies that emphasize collaboration, service excellence, customer focus, and a welcoming and respectful environment.

What should I do if I notice DEI training through third-party partners like LinkedIn Learning?

If you find additional third-party trainings, please notify University HR. They’re working with LinkedIn to ensure course categories meet state code requirements. 

What can I include in my University of Iowa email signature?

Our email signature guidelines help keep our brand identity consistent and professional across all communications. You can find guidance on the UI brand site, which includes:

  • Badges and unique graphics are not permitted. Affiliations with other University of Iowa groups and initiatives should be listed as plain text below your contact information.
  • Including pronouns of reference is optional. If you choose to add them, place them on the same line as your name so their connection to you is clear.
  • Inspirational messages or quotations are not appropriate and are better suited for personal emails.
  • Keep the order of your signature information (title, address, etc.) uniform with these recommendations so recipients can easily find contact details when communicating with multiple individuals within your organization.

What can I include on my UI Health Care name tags?

Having consistent, professional name tags helps reinforce the University of Iowa brand and supports campus safety and security by making it easy for patients, visitors, students, and colleagues to identify and connect with you.

Your photo ID badge, including the badge holder and hang tag, must:

  • Be worn above the waist, facing forward, and clipped at the lapel or breast pocket level.
  • Be free of stickers, pins, or other adornments.
  • Not be used with lanyards.

Your name, title, and location must always be fully visible. These expectations are longstanding and are not related to new laws or policies.

Can I display personal items in my workspace, on my office door, or in my office?

You may display personal or professional items in your work area, but they must comply with university policies and safety requirements.

  • In public-facing areas (hallways, shared entrances, or spaces visible to students, staff, or visitors), items should be professional and neutral. Avoid materials that could be interpreted as promoting DEI programming, initiatives, or viewpoints restricted by state law.
  • In private workspaces that host students or visitors, such as academic advising or career services, you may personalize your space, but displayed items should remain professional and welcoming to all viewpoints. It’s best to avoid materials that could be perceived as expressing a particular viewpoint.
  • In private workspaces (offices not open to the public), you may personalize your space, but items should still follow university policies and professional standards. 

When posted in someone's workspace or on an office door, the University's position is that Safe Space/Safe Zone signs or similar messaging that all are welcome does not violate the law because such signs do not constitute DEI programming or activities. Nor does the posting of signs by individuals necessarily make the message the "official University position" on any topic.

If you’re unsure whether a specific item is appropriate, contact your Human Resources representative for guidance.