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UAB supports academic freedom — as codified in the AAUP Statement and Comments on Academic Freedom and Tenure, UAB Faculty Handbook, UAB Code of Conduct, and Freedom of Expression and Use of UAB Facilities Policy — and compliance with federal and state laws, regulations and policies, including those related to anti-discrimination.

Faculty have freedom to pursue the research questions or topics where their disciplines, data and professional expertise guide them. This includes research questions and topics focused on race, color, religion, sex, ethnicity and national origin. Faculty cannot, however, discriminate based on race, color, religion, sex, ethnicity or national origin.

Among others:

• Sickle cell research in non-Hispanic Black and African Americans
• Breast cancer research in women
• Pregnancy-related mortality in Black women
• Kidney disease in certain racial or sex demographics
• Sexually transmitted disease prevention efficacy in rural populations
• Educational or health outcomes based on racial or sex demographics
• Research on technology to assist individuals with disabilities

These represent just a few examples. Please contact the Office of Sponsored Programs with questions about your specific research project.

No. UAB cannot make rights, privileges, engagement with or access to education or employment opportunities offered by the institution based on race, color, religion, sex, ethnicity and national origin.

Yes. UAB cannot allow eligibility for positions, scholarships or participation in a service or training program to be based on race, color, religion, sex, ethnicity or national origin.

A privilege or benefit can be based on criteria such as GPA/test scores, rank (e.g., junior faculty), first-generation college student, lived in a rural area or graduated from an under-resourced high school, eligibility for Pell grants (e.g., students), or major or study/research interests.

No. UAB must comply with state and federal requirements and cannot agree to application or award terms or conditions that require it to apply discriminatory criteria or maintain DEI standards or programs that are defined as unlawful. The Office of Sponsored Programs can review funding announcements and requests for proposals and support faculty with guidance based on the circumstances.

No. Generic terms could allow for incorrect interpretations that could be perceived as discriminatory and imply noncompliance in intent or practice. In developing and conducting research and other activities, UAB faculty and staff are encouraged to be precise and avoid the use of undefined or otherwise imprecise terminology.

Stating that a sponsored program will bring together scientific experts from “multiple academic disciplines” is clearer and more precise than simply stating it will convene a “diverse group,” which could be misinterpreted as applying impermissible criteria.

Yes. Partnerships with colleges and universities remain permissible, including those like HBCUs and colleges for women or men that traditionally serve a particular population.

Yes, provided that the activity is compliant with applicable laws and regulations. However, UAB is unable to propose, conduct or implement research initiatives or programs funded by third-party organizations that require UAB to represent, certify, or agree to administer or advance DEI standards that are deemed unlawful. The Office of Sponsored Programs can provide advice and work with faculty and the third-party organization.

Specific facts and circumstances of a research project matter and must be considered in applying general parameters. Contact the Office of Sponsored Programs for assessment and guidance.

As part of its critical function within the university, OSP reviews requests for proposals, research proposals, progress reports and other documents prior to submission to sponsors. Where questions arise regarding a research or sponsored project related to researcher eligibility, anti-discrimination laws, terms and conditions, and evolving federal standards, OSP will immediately engage the principal investigator, appropriate unit leader(s) and administrative officials to apply this framework in the context of the specific submission and consider potential opportunities for greater alignment and success.

The PI can request a meeting with the Office of Research to discuss the issue, funding opportunity or grant application under review. The meeting can include the PI’s associate dean of Research, department chair, research mentor and/or a representative of the Faculty Senate. OSP will work with the PI to determine if clarifying the requirements with the funder or modifying aspects of the proposal could allow for submission in a lawful way. When possible, OSP will seek clarification or amendment from the sponsor so the grant can proceed. This collaborative approach aims to find permissible solutions — for instance, requesting that a sponsor allow adjustments to its criteria to ensure compliance with anti-discrimination standards.

Yes. Questions were informed by faculty who participated in discussions and offered direct feedback that informed this document.

For research-related questions, contact the Office of Research (This email address is being protected from spambots. You need JavaScript enabled to view it.) for support and guidance.

According to the law, the following concepts are considered “divisive”:

• That any race, color, religion, sex, ethnicity, or national origin is inherently superior or inferior.
• That individuals should be discriminated against or adversely treated because of their race, color, religion, sex, ethnicity, or national origin.
• That the moral character of an individual is determined by his or her race, color, religion, sex, ethnicity, or national origin.
• That, by virtue of an individual's race, color, religion, sex, ethnicity, or national origin, the individual is inherently racist, sexist, or oppressive, whether consciously or subconsciously.
• That individuals, by virtue of race, color, religion, sex, ethnicity, or national origin, are inherently responsible for actions committed in the past by other members of the same race, color, religion, sex, ethnicity, or national origin.
• That fault, blame, or bias should be assigned to members of a race, color, religion, sex, ethnicity, or national origin, on the basis of race, color, religion, sex, ethnicity, or national origin.
• That any individual should accept, acknowledge, affirm, or assent to a sense of guilt, complicity, or a need to apologize on the basis of his or her race, color, religion, sex, ethnicity, or national origin.
• That meritocracy or traits such as a hard work ethic are racist or sexist.

Diversity, equity, and inclusion (DEI) programs are defined as “[a]ny program, class, training, seminar, or other event where attendance is based on an individual’s race, sex, gender identity, ethnicity, national origin, or sexual orientation, or that otherwise violates [the law].”

Under the law, programs, classes, trainings, seminars, or other events that are necessary to comply with applicable state law, federal law, court order, or accreditation requirements are NOT considered DEI programs.

SB129 explicitly states that the University may NOT do any of the following:

• Sponsor a DEI program.
• Maintain any office, physical location, or department that promotes DEI programs.
• Direct or compel a student, employee, or contractor³ to personally affirm, adopt or adhere to a “divisive concept.”
• Require students, employees, or contractors to attend or participate in any training, orientation, or coursework that advocates for or requires an individual to agree with a “divisive concept.”
• Require students, employees, or contractors to share their personal view on a “divisive concept” outside of an academic setting where the teaching or discussion of the “divisive concept” is done in an objective manner, without endorsement, and in a way that does not compel assent to the concept.
• Require students, employees, or contractors to participate in any activity, which is part of required curriculum or mandatory professional training, that involves lobbying at the state/local level for legislation related to a “divisive concept.”
• Penalize or discriminate against students, employees, or contractors based on their refusal to support or otherwise assent to a “divisive concept” or a diversity statement.
• Condition enrollment or attendance in a class, training, or orientation on the basis of race or color.
• Apply for or use funding—including grants, federal funding, and private funding—for the purpose of compelling assent to a “divisive concept” or any other purpose prohibited in the law, provided that such funding may be provided to student, faculty, and staff organizations or associations.
• Limit participation in any UAB-sponsored event or class based on an individual’s race, color, sex, gender identity, ethnicity, national origin, or sexual orientation.

Yes. The restrictions in the law apply to the University, but they also apply to any University employees acting within the scope of their employment, which is generally considered to be the range of activities and conduct that an employee is reasonably expected to perform as part of their job.

Yes. SB129 provides for numerous exceptions.

SB129 does not impact First Amendment rights or limit the protections in place for academic freedom, intellectual diversity, or free expression. The law provides flexibility to allow the following:

• Student, staff, and faculty organizations/associations may host DEI programs or discussions that involve “divisive concepts,” provided that the sponsor of the program is clearly identified in any promotional materials and signage.
• The University may continue to provide funding to student, staff, and faculty organizations/associations on a non-discriminatory basis.
• The University has discretion to provide space or ancillary services to any student or employee, including student, staff, and faculty organizations/associations, on a non-discriminatory basis.
• Ancillary services include, but are not limited to, support and guidance in complying with applicable University policies and laws, assistance with security needs, and registration of events.
• The University may take all steps to provide instruction or take any action necessary to satisfy any accreditation standard or requirement.
• The University and its employees may teach or discuss any “divisive concept” in an objective manner and without endorsement as part of a larger course of academic instruction.
• Any such teaching or discussion cannot compel assent to any “divisive concept,” and no student shall be penalized for refusing to support or endorse such a concept.
• The University and its employees may teach topics and historical events in a historically accurate context.
• The University and its employees may respond to questions that are raised during orientation, course work, or trainings related to “divisive concepts” or DEI.
• The University and its employees may collect or report required demographic data.
• The University and its employees may perform research, collect data, and engage in clinical trials targeted to support individuals of any specific demographic.
• The University may engage in recruiting and outreach programs targeted to support individuals of any specific demographic.
• The University may offer academic support services targeted to support individuals of any specific demographic.
• The University may provide medical, mental or other health care targeted to support individuals of any specific demographic.
• The University may segregate housing, athletic programming, and social organizations that may be otherwise legally segregated by sex.

No. The law specifically protects each faculty member’s academic freedom to provide instruction in all academic settings.

Yes. Faculty can discuss “divisive concepts” in class, but a faculty member cannot require a student to agree with a “divisive concept” or penalize a student for refusing to support or endorse a “divisive concept.” The teaching or discussion of any “divisive concept” must be done in an objective manner, without endorsement. This is consistent with the University’s longstanding efforts to promote an environment where the campus community can engage in free and open thought, inquiry, and expression.

Yes. Federal and state law protect the University's academic freedom to decide what and how to teach. Under SB129, however, faculty must not require students to agree — through direct engagement or through academic penalties — with any “divisive concept.” The teaching or discussion of any “divisive concept” must be done in an objective manner, without endorsement.

No. SB129 specifically does not apply to actions taken in furtherance of satisfying any accreditation standard or requirement.

Yes, provided the same or similar academic support is available to other members of the campus community.

Yes.

• Be familiar with the restrictions in the law, which are set out herein.
• If discussing “divisive concepts,” avoid any statements that can be construed as an effort to require anyone to assent or agree to any of the “divisive concepts.”
• If teaching or discussing “divisive concepts,” it must be done in an objective manner, without endorsement.
• Consider including language in the syllabus explaining students may be introduced to or intellectually challenged with “divisive concepts” and other topics that could be difficult, but they do not have to assent to any position and are strongly encouraged to think independently and analytically about all of the material presented in the class.
• Preferred Syllabus Language: All University faculty, instructors and teaching staff have the academic freedom to explore, discuss, and provide instruction on a wide range of topics in an academic setting. This class may present difficult, objectionable, or controversial topics for consideration, but will do so through an objective, scholarly lens designed to encourage critical thinking. Though students may be asked to share their personal views in the academic setting, no student will ever be required to assent or agree with any concept considered “divisive” under Alabama law, nor penalized for refusing to support or endorse such a concept. All students are strongly encouraged to think independently and analytically about all material presented in class and may express their views in a time, place, and manner, consistent with class organization and structure, and in accordance with the University’s commitment to free and open thought, inquiry, and expressions.
• Faculty should not include a personal diversity statement in their syllabus.
• If a department or college requires the use of a statement to satisfy accreditation requirements, the following template should be used. If specific language is required for accreditation, please work with the Office of Counsel to incorporate that into this template: Collaboration, integrity, respect, and excellence are core values of our institution and affirm what it means to be a UAB community member. A key foundation of UAB is diversity. At UAB, everybody counts every day. UAB is committed to fostering a respectful, accessible and open campus environment. We value every member of our campus and the richly different perspectives, characteristics and life experiences that contribute to UAB’s unique environment. UAB values and cultivates access, engagement and opportunity in our research, learning, clinical, and work environments. Our [School] aims to create an open and welcoming environment and to support the success of all UAB community members.
• Avoid requiring a diversity statement for course credit.

No. Federal and state law do not impact the University’s ability to perform research, including, but not limited to, the ability to collect data.

Yes. However, the restriction under SB129 is extremely narrow. The University may not pursue a grant or funding to support a program designed to require individuals to agree to any “divisive concept.” Under federal law, training grants may not contain impermissible restrictions or preferences related to race, sex, color, ethnicity, or national origin. The University and its employees may perform research on topics or issues that impact a specific demographic group and can engage in clinical trials targeted to support individuals of any specific demographic.

When responding to questions from grantors, the University should try to address the specific question with a statement that includes, for example:

• A review of the University’s work in supporting:
• first-generation college students,
• students facing social, economic, educational, cultural, or other life circumstance challenges,
• students who demonstrate achievement and determination in the face of personal challenges,
• disadvantaged student populations,
• and/or certifying compliance with applicable anti-discrimination laws, rules, and regulations.

Yes. Additionally, state resources can be used to fund expenses associated with attendance at such an event, but only if it is academic in nature and not a DEI program or an event that is meant to compel assent to a “divisive concept.”

There are many circumstances in which applying for and receiving such a research grant or award would be allowable under applicable state and federal law. However, there are some circumstances in which it would not be allowed. Faculty or staff interested in applying for research grants or awards that base eligibility on criteria such as gender or race should consult with the Office of Counsel for a legal evaluation and subsequent guidance before they proceed. Such reviews are expedited in order to support timely applications.

No.

Membership in registered student organizations at the University have been and will continue to be open to all UAB students without regard to race, religion, sex, ability, status, national origin, age, gender identity, gender expression, sexual identity or veteran status, except in cases of designated fraternal organizations exempted by federal law from Title IX regulations concerning discrimination on the basis of sex. This does not change with SB129. Additionally, non-discrimination language must be included in the student group’s organizational documents. For more information on student organizations, please visit the Student Involvement and Leadership website opens a new website.

Yes, provided membership and event participation is open to all, and all literature, marketing, webpages and other materials regarding the group and its events promote that the group and its events are open to everyone.

Yes. Registered student organizations have autonomy to create such committees and offices.

Yes, provided that the program must clearly identify the sponsor of the program or event in any advertisements, marketing, signage and other materials relating to the program.

Yes. Use of University space by registered student organizations will continue to be governed by the Freedom of Expression and Use of UAB Facilities Policy opens a new website. without regard to viewpoint.

Registered student affinity organizations should be treated consistent with all other registered student organizations. Thus, the University may provide funding to registered student organizations in a non-discriminatory manner that is consistent across all groups — both affinity and non-affinity organizations.

Registered student affinity organizations should be treated consistent with all other registered student organizations. Thus, an employee may volunteer to serve a registered student affinity group in a non-discriminatory manner. That service must be done outside of the scope of their employment.

No. Group membership and event participation must be open to all.

Yes, provided membership and event participation is open to all, and all literature, marketing, webpages and other materials reflect this. Any such group will not be considered an official group of the University or any campus unit.

Employee affinity groups should be treated consistent with all other employee groups. Thus, the University can provide funding to such groups in a non-discriminatory manner that is consistent with what is provided to non-affinity groups.

Yes, provided that the group hosting the program must identify itself as the sponsor at the event and in any advertisements, marketing, and other materials relating to the event, and UAB marks cannot be used in any such materials.

Yes, provided that the faculty/staff group hosting the program/event must identify the sponsor at the event and in any advertisements, marketing, and other materials relating to the event.

Use of University space by faculty/staff groups will continue to be governed by the Freedom of Expression and Use of UAB Facilities Policy opens a new website without regard to viewpoint.

A campus unit cannot have a DEI committee or officer. Faculty or staff groups that are not affiliated with an official campus unit have autonomy to create such committees and offices, but these groups/positions may not be listed or included as official administrative functions of any campus unit. Any such group or position will not be considered an official position or group of the University or any campus unit.

No.

No. The University will continue to recruit outstanding faculty and staff from all backgrounds. Faculty and staff are strongly encouraged to consult with their assigned human resources professional when posting new positions. Diversity statements cannot be required nor considered—either directly or indirectly—in any part of the application or hiring process.

The University will follow existing HR procedures that are used when an employee is accused of violating any law or University policy to determine the legitimacy of any such reports. If found to be in noncompliance, the level of discipline will depend on the specifics of the individual situation and will be managed consistent with University policy.

No. The University will continue to recruit outstanding students from all backgrounds who will bring a variety of experiences and viewpoints that will positively contribute to the campus community.

The University will continue to offer competitive scholarship opportunities to its students in a manner that complies with federal and state law. The full array of scholarships offered are constantly being assessed to ensure compliance. No current student will lose scholarship funds if changes are made to ensure compliance with applicable law.

An event or program that is organized, in whole or in part, by a University division, department, program, office, etc. and financed with state funds. Solely providing space and/or ancillary services as allowed under SB129 does not classify an event or program as “UAB sponsored.” An event or program that is organized solely by student, faculty, and staff organizations or associations is not a “UAB sponsored” event or program.

No. Multi-occupancy restrooms will continue to be designated with signage related to biological sex (i.e., restrooms will continue to be marked “women” and “men”). UAB also has numerous individual occupancy restrooms across campus available for use by all individuals. University policy has long prohibited discrimination based on gender identity and gender expression.