Despite evidence of resistance, we must remain committed to Equality, Diversity, and Inclusion - core values of a university.

As we experience the run-in to the second Trump presidential term in the US, many commentators are expressing concerns about the deepening divide in society, which can be characterised by increased overt hostility towards ‘others’, particularly the marginalised.

Some of the more high profile speculation concerns the US military, where examples include the President elect’s threat to 'medically discharge’ the 15,000 transgender active service members, as well as the stated intention of the proposed US Secretary of Defence, Pete Hegseth to sack ‘woke’ generals.

It should be noted that all of this aligns with the Trump pledge to purge all government agencies of 'woke’ policies, so the education sector and every other arm of the US state can expect to feel the impact of the incoming White House administration’s philosophy.

Apart from the U.S. we have also seen the emergence of divisive narratives and actions here in Ireland in relation to certain minority groups. I won’t give this further oxygen in this post, other than to stress that we must stay true to our values, and resist this divisiveness in our society.

Against this background it has given me cause to reflect on our EDI agenda within Irish Higher Education. Not all resistance is characterised by the types of overt threats, objections and disagreement that I alluded to earlier. Resistance to change can come in many other forms, such as apathy, inaction, and denial of a problem.

While resistance to change is a common human reaction,? it is important that we are aware of the nature of resistance to EDI initiatives closer to home, within our higher education community.

An article by a retired university academic published recently in one of our most prominent and respected national titles, among other things, referred to EDI as being ‘well-intentioned but inappropriate’, he characterised inclusion initiatives as contrary to the principles of academic freedom, as well as suggesting that EDI initiatives are inconsistent with the principle of the meritocracy.

In this context, it is important to step back and consider our current reality. Notwithstanding the considerable work that universities have undertaken, and the progress that has been made, inequality is still an issue for Irish Higher education. Everyday casual sexism and racism occurs on our campuses; real barriers to accessing and progressing in education or employment exist for persons with disability, and sexual violence and harassment is still experienced by students and staff, particularly by those from minority groups.

This highlights the continuing need for universities to proactively and strategically commit to advancing equality, diversity and inclusion on university campuses. These are core values for a university.

As regards the academic freedom and freedom of expression arguments, compliance with EDI policies and standards of conduct are not contrary to either the practice of academic freedom, or to freedom of expression.?

So as we close out another year, a reminder that, despite some significant milestones and achievements in recent years, inequality is still an issue for Irish Higher education, as it is in wider society. We have an ongoing need for universities to continue to commit to advancing equality, diversity and inclusion proactively and strategically on university campuses.? While we may not face the same scale of resistance as colleagues in the U.S and elsewhere, we mustn’t be complacent.

• Tony McMahon, Associate Director HR & EDI, Irish Universities Association.