This content is being reviewed in light of recent changes to federal guidance.

Ensuring Compliance with HB 2105

Introduction

KU is committed to equal opportunity, access, freedom of expression and the success of each member of the KU community. In an effort to ensure compliance with Kansas HB 2105, each staff and faculty member should take some time to be certain that unit-level practices and activities align with the law.

Please review each section below for pertinent information. If there is information you think should be added to this page, please utilize our online suggestion form.

Last updated: September 10, 2026

Communication Guidance

Past News Articles and Archived Messages

Many online uses of the words “diversity,” “equity,” “inclusion,” “belonging,” “DEIB” or “DEI” appear in archived news releases and messaging. There is no need to update historical references to diversity, equity, inclusion and belonging, the DEIB office or employee job titles, that viewers find in a news release or archived office memo, e.g., a news or feature story that highlights the work of a student, faculty member or student organization.

Existing Laws on Non-Discrimination

While HB 2105 focuses on specific areas – hiring, promotion, training and admissions – other areas of higher education activities and practices are already subject to federal and state nondiscrimination laws, such as Title VI and Title VII of the Civil Rights Act and the Equal Employment Opportunity Act, as well as the Kansas Act Against Discrimination.

Accordingly, the university prohibits discrimination on the basis of race, color, ethnicity, religion, sex, national origin, age, ancestry, disability, status as a veteran, sexual orientation, marital status, parental status, gender identity, gender expression, and genetic information in the University’s programs and activities. Aside from certain legal preferences related to veterans and disabled people, such factors should never be the basis of hiring or admissions decisions.

Hiring

The Excellence in Diversity Faculty Hiring Handbook has been retired. Members of search committees and campus leaders should utilize HR’s Recruitment Resources to gain education and preparedness for hiring processes. Hiring committees should follow revised guidelines for staff and faculty, student positions, Graduate Research Assistants, Graduate Assistants, and Graduate Teaching Assistants.

General Guidance

  • Departments and units should discontinue use of the Excellence in Diversity in Faculty Hiring Handbook and remove any reference to it on websites or shared documents.
  • All departments should discontinue requests for a “diversity statement” in application materials or interviews. Refer to HR’s Interview Question Generator for examples of interview questions and to create an interview question guide.
  • Departments should consult with their unit leadership and Human Resources to ensure all new searches align with the law. 
  • Review all hiring and evaluation rubrics for DEI-related evaluation criteria. Remove or revise to ensure compliance with the law.
  • It is important to note that the law does not prohibit the University from considering, in good faith, a faculty member's scholarship, teaching, or subject-matter expertise in a faculty member's academic field.

Training

The Office of Audit, Risk, and Compliance collaborated with relevant campus units in summer 2024 to ensure public posting of training materials that were delivered after July 1, 2024 and included content related nondiscrimination, diversity, equity, inclusion, race, ethnicity, sex, or bias.