Category: Featured

  • CUPA-HR Joins Amicus Brief in Case Regarding NCAA Eligibility Rules

    CUPA-HR Joins Amicus Brief in Case Regarding NCAA Eligibility Rules

    by CUPA-HR | April 8, 2025

    On March 28, CUPA-HR joined the American Council on Education and other higher education associations in filing an amicus brief in Pavia v. NCAA, which challenges the association’s eligibility rules with respect to the five-year time limits for student-athletes. The brief was filed with the United States Court of Appeals for the 6th Circuit.

    Background

    Pavia filed the lawsuit against the NCAA in November 2024, claiming that the NCAA’s ability to limit eligibility for previous junior college transfers by counting their competition years in junior college towards the number of years they are eligible to compete in NCAA sports restrains labor market forces and thus violates antitrust laws. A federal district court judge agreed on the merits of Pavia’s arguments and issued a preliminary injunction blocking the NCAA from enforcing its eligibility rules and allowing Pavia only to play an additional season. The judge argued that the ability for student-athletes to earn money through name, image and likeness (NIL) deals thus makes the NCAA’s eligibility rules “commercial,” meaning the rules themselves would not survive antitrust scrutiny. The NCAA appealed this ruling to the 6th Circuit Court of Appeals, where the case awaits further litigation.

    Amicus Brief

    The brief, filed by ACE, CUPA-HR, and five other higher education associations, argues that all eligibility rules set by the NCAA, including the five-year time limitations challenged in this case, aim to ensure “the primacy of the educational context for the student-athlete experience.” The brief argues that the preliminary injunction placed by the district court threatens to “shift the formulation and enforcement of the NCAA’s eligibility rules from educators and athletics administrators to federal courts” as any student-athlete disqualified by an eligibility rule could request a court to file an injunction and argue that the eligibility rule restricts their ability to pursue NIL deals. This would ultimately result in a patchwork of waivers granted by judges nationwide, undermining the national system of enforcement already in place through athletic associations like the NCAA and cementing federal judges as the unofficial court of appeals for the NCAA.

    CUPA-HR will continue to monitor for updates related to this court case.



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  • AI Detection Tools Are Powerful When Instructors Know How to Use Them

    AI Detection Tools Are Powerful When Instructors Know How to Use Them

    To the editor:

    I’m sympathetic to the overall thrust of Steven Mintz’s argument in Inside Higher Ed, “Writing in the Age of AI Suspicion” (April 2, 2025). AI-detection programs are unreliable. To the degree that instructors rely on AI detection, they contribute to the erosion of trust between instructors and students—not a good thing. And because AI “detection” works by assessing things like the smoothness or “fluency” in writing, they implicitly invert our values: We are tempted to have higher regard for less structured or coherent writing, since it strikes us as more authentic.

    Mintz’s article is potentially misleading, however. He repeatedly testifies that in testing the detection software, his and other non-AI-produced writing yielded certain scores as “percent AI generated.” For instance, he writes, “27.5 percent of a January 2019 piece … was deemed likely to contain AI-generated text.” Although the software Mintz used for this exercise (ZeroGPT) does claim to identify “how much” of the writing it flags as AI-generated, many other AI detectors (e.g., chatgptzero) indicate rather the degree of probability that the writing as a whole was written by AI. Both types of data are imperfect and problematic, but they communicate different things.

    Again, Mintz’s argument is useful. But if conscientious instructors are going to take a stand against technologies on empirical or principled grounds, they will do well to demonstrate appreciation for the nuances of the various tools. 

    Christopher Richmann is the associate director of the Academy for Teaching and Learning and affiliate faculty in the Department of Religion at Baylor University.

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  • University of Wisconsin academic freedom panel back on after effort to disinvite speaker

    University of Wisconsin academic freedom panel back on after effort to disinvite speaker

    Disinviting a professor from a panel on academic freedom for exercising her academic freedom is, to put it mildly, a bad look. That’s why FIRE is glad to report the Universities of Wisconsin system backed off such an ill-advised course of action. 

    The Wisconsin Institute for Citizenship and Civil Dialogue will host a discussion on academic freedom at a faculty retreat next month with UW-Milwaukee professor Rachel Buff, the former head of the UW-Milwaukee chapter of the American Association of University Professors, and FIRE’s Director of Campus Rights Advocacy Lindsie Rank. 

    But last week, UW officials privately demanded that Buff be disinvited. Their reason? Buff’s criticisms of Israel and advocacy for the Palestinian cause, as well as her involvement in the encampment protest on campus last May. 

    On Friday, FIRE wrote UW system President Jay O. Rothman to demand that the UW system reverse its decision. As we told the university: 

    While the University of Wisconsin system does exercise some authority over WICCD’s activities, it should wield that authority in ways that maximize the atmosphere for academic freedom for its faculty and may not do so in ways that compromise that freedom. By demanding Buff’s disinvitation because of her political speech, UW sends a deeply chilling message to WICCD’s leadership and to UW faculty as a whole.

    On Monday, UW responded by affirming its commitment to academic freedom and confirming that the retreat will proceed as originally planned, clearing the way for Buff to speak at the panel. 

    “It is appropriate to review an individual’s adherence to both the First Amendment and time, place and manner restrictions when determining who to contract and pay to speak at a private professional development conference,” wrote UW Vice President for University Relations Chris Patton. “It was this type of review that I requested be performed.”

    WICCD is a subunit of the Universities of Wisconsin system intended to promote viewpoint diversity, free inquiry, and academic freedom, both within UW schools and society at large. In its public releases, UW has crowed that WICCD “seeks to enhance democracy through civil dialogue in a robust marketplace of ideas.”

    We give the system credit for backing off and getting its priorities straight, allowing WICCD to fulfill its commendable mission. 

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  • Why Timing Matters: Enhancing Graduate Recruitment Strategies with Prompt Communication

    Why Timing Matters: Enhancing Graduate Recruitment Strategies with Prompt Communication

    Graduate enrollment is more competitive than ever. As an admissions leader, you’re not just striving to hit enrollment targets––you’re also navigating the complex needs of prospects who are balancing careers, families, and other responsibilities. It’s no small task. 

    Our recent collaboration with UPCEA confirmed something many of us already suspected: Timely, meaningful communication is the key to standing out in a crowded market. 

    To dig deeper, we enlisted Kate Monteiro, associate director of communication strategy at Collegis Education, to share her perspective on why prompt, responsive interactions matter. Her insights reveal how intentional communication builds trust and drives results. 

    3 key benefits of effective, early communication 

    “Plans and interests can change as quickly as they develop,” Monteiro explains. “Capitalizing on a prospective student’s excitement early can help you keep their momentum going — and dramatically improve their likelihood of enrolling.” 

    From that very first touchpoint, graduate students are evaluating your institution. Are you responsive? Are you supportive? These early interactions set the tone for how they perceive your school will engage with them once they are enrolled – and this can make or break their decision. Here’s why they matter so much: 

    1. Making a strong first impression 

    Your first interaction says a lot. A quick, thoughtful response shows students that their time and interest matter. “Quick responses instill confidence,” Monteiro shares. “They signal that your institution is organized, efficient, and genuinely cares—all of which are qualities students associate with the experience they’ll have if they enroll.” 

    2. Alleviating anxiety and uncertainty 

    Navigating graduate admissions can be overwhelming, especially for students juggling applications to multiple institutions. A delayed response could be viewed as a red flag by students who feel overlooked or unworthy of attention. 

    On the flip side, timely and helpful communication reassures students that they’re a priority. That sense of trust could be the difference between a completed application and a missed opportunity. 

    3. Setting the tone for future interactions 

    “Students notice when there’s a lack of responsiveness,” Monteiro cautions. “If their early experiences are stressful or unclear, they’ll assume that’s what they can expect moving forward.” 

    Consistency is key. A reliable, nurturing communication strategy not only establishes trust but encourages forward momentum toward enrollment. 

    The data on communication preferences 

    If you’re wondering just how much communication matters, numbers tell the story. A 2023 Ruffalo Noel Levitz study found that 65% of enrolled students identified personalized attention as a critical factor in choosing their school. 

    And when it comes to how students want to connect, the data from our survey with UPCEA confirms that email is the clear favorite for all stages. Email was reported as preferred by 47% of students for initial inquiries, 67% for follow-ups, 74% when approaching application, and 69% for application decision notifications.  

    “Email provides a professional yet low-pressure way to engage,” Monteiro adds. “It’s also something students can reference later, which helps minimize miscommunication or misunderstanding.” 

    This data emphasizes a key takeaway: Schools that respond quickly and deliberately, particularly through the channels students prefer, are the most likely to earn trust and secure enrollments. 

    5 strategies to master timely communication 

    A thoughtful approach to communication doesn’t just make a good impression—it sets your team up for long-term success. Here are five strategies to help you get there: 

    1. Develop a structured outreach plan 

    Without a clear communication plan, students can easily fall through the cracks. Monteiro often sees institutions struggle here: “A lot of schools don’t have an outlined communication plan or fail to hold their staff accountable to it. By having a clear and structured plan, you ensure students receive the outreach they need at the right time.” 

    Your outreach plan should have a strategic mix of emails, calls, and texts, with pre-written templates, clear timelines, and designated responsibilities outlined for your team. This ensures consistent, proactive communication with prospective students throughout the funnel. 

    2. Leverage technology 

    Technology is your ally in timely communication, but its effectiveness depends on the strength of your data foundation. CRM systems, AI chatbots, and automated workflows streamline outreach while keeping things personal—provided your data is accurate and well-organized. 

    Automated emails can deliver the communication students prefer, and chatbots can address frequently asked questions 24/7, ensuring students get quick answers—even outside standard business hours. However, without a solid data infrastructure, these tools may fall short. While not a replacement for human connection, they can provide efficient support when and where students need it most—if your data house is in order. 

    3. Foster collaboration across teams 

    Admissions, marketing, and academic teams all play a role in student outreach. Monteiro highlights the disconnect she often sees: “Each team assumes the other is responsible. But ultimately, prospective students are everyone’s responsibility.” 

    Breaking down silos between teams ensures consistent messaging and a seamless student experience. 

    4. Use data to inform strategies 

    Data can reveal what’s working in your current graduate recruitment strategies—and what isn’t. For example, if students are engaging more with email than phone calls, it might be time to shift your focus toward crafting compelling email campaigns. Data can also provide insights into how long students typically take to move through the admissions funnel, allowing teams to optimize communication frequency, timing, and format. 

    5. Balance speed with personalization 

    Quick responses powered by automation are essential, but it’s the personal touch that leaves a lasting impression. Pairing automated emails with personalized follow-ups—whether by phone, text, or email—ensures your outreach feels both efficient and authentic. 

    Level up your graduate recruitment strategies 

    Improving communication isn’t just a nice-to-have—it’s a need-to-have for institutions looking to thrive in today’s competitive graduate market. With a structured plan, the right tools, and data-driven insights, you can build trust and guide more students to enrollment. 

    “Our Collegis Enrollment Specialists hear it all the time from the students at our partner institutions: The level of support and responsiveness is what ultimately compels them to move forward.” 

    – Kate Monteiro, Associate Director of Communication Strategy

    To learn more about how Collegis Education can help enhance your graduate recruitment strategies, explore our Enrollment and Recruitment Services page. For more actionable insights on engaging and enrolling graduate students, request your copy of the report below.

    Optimize Your Enrollment Funnel

    Get the latest on graduate student enrollment trends. Download the full report now.

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  • The Non-Exempt Staff Workforce in Colleges and Universities Is Shrinking

    The Non-Exempt Staff Workforce in Colleges and Universities Is Shrinking

    by CUPA-HR | April 8, 2025

    New research from CUPA-HR shows that the number of non-exempt* staff employees in higher education has been on a steady decline for the past several years. In the newest workforce trends report, The Non-Exempt Higher Education Staff Workforce: Trends in Composition, Size, and Equity, CUPA-HR examines the makeup of and trends in the higher ed non-exempt staff workforce from 2016-17 to 2023-24.

    One of the more notable findings: Since 2017, there has been a 9 percent decrease overall in the full-time non-exempt staff higher ed workforce. Part-time staff employee numbers have also fallen — down 8 percent in that same time period. The most significant downward trend began in 2020 (the onset of the COVID-19 pandemic), with decreases for both full-time (-3.3 percent) and part-time (-17.2 percent) staff.

    Some of the other key findings highlighted in the report:

    • Fewer non-exempt staff are age 55+. Non-exempt staff are slightly younger than they were pre-pandemic, and the proportion that is age 55+ has steadily declined from a high of 34% in 2019-20 to 31% in 2023-24.
    • Women make up 59% of the non-exempt staff workforce. They are best represented among office and clerical staff. Women in non-exempt positions are paid $.96 for every dollar White men are paid. Pay equity is lowest for Black ($0.92) and Hispanic ($0.94) women.
    • People of color make up 33% of the non-exempt workforce. This representation is much higher than in any other segment of the workforce, including administrators, faculty and professionals.
    • Women and Black staff experience multiple layers of inequity among non-exempt staff. They are better represented in the lowest-paying positions (e.g., dishwasher, custodian) than among the highest-paying positions (e.g., metalworker, electrician lead). They also have lower representation in lead positions than in non-lead positions.

    Read the report and explore this data with interactive graphics.

    *A non-exempt employee is one that is covered by (not exempt from) the Fair Labor Standards Act. As such, they are required to be paid overtime for every hour worked over 40 hours per week. Non-exempt staff must track their hours and be paid at least the federal minimum hourly wage. Examples of non-exempt staff in higher education include electricians, police officers, photographers, custodians, office assistants and food service workers.



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  • Most Higher Ed Employees Received Raises This Year, but Salaries Still Fall Short of Pre-Pandemic Pay

    Most Higher Ed Employees Received Raises This Year, but Salaries Still Fall Short of Pre-Pandemic Pay

    by CUPA-HR | April 8, 2025

    New research from CUPA-HR shows that median pay increases for most higher education employees in 2024-25 remained strong, although they have dropped from the historically high increases seen in the previous two years. And although raises this past year for most employees outpaced inflation, they are still being paid less than they were in 2019-20 in inflation-adjusted dollars.

    The largest gap between pre-pandemic inflation-adjusted salaries and current salaries is for tenure-track faculty (who are paid 10.2% less), followed by non-tenure-track teaching faculty (paid 7.6% less). The smallest gap is for staff (paid 2.8% less).

    Some of the other key findings from an analysis of CUPA-HR’s higher ed workforce salary survey data from 2016-17 to 2024-25:

    • Staff employees continued to receive some of the highest pay increases compared to other workforce areas.
    • Non-tenure-track teaching faculty received a 3.2% salary increase, which is lower than last year’s high but still among the largest increases seen in recent years.
    • For the third consecutive year, tenure-track faculty received the lowest salary increase of all employee categories (2.6%). Across the nine years of data analyzed, tenure-track faculty salaries have not once exceeded the rate of inflation. This essentially means that — in real dollars — they have received salary decreases for the past decade.

    Explore this data and more in CUPA-HR’s newest interactive graphic.



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  • USCIS Updates Form I-9 Language

    USCIS Updates Form I-9 Language

    by CUPA-HR | April 8, 2025

    On April 2, the U.S. Citizenship and Immigration Services (USCIS) announced minor changes to the Form I-9 to align with statutory language. The changes update language in the document that was included in previous editions of the Form I-9 released under the Biden administration.

    The new Form I-9 changes the language in Section 1, checkbox 4 from “A noncitizen authorized to work” to “an alien authorized to work” (italicized for emphasis). Additionally, USCIS announced that E-Verify and E-Verify+ have updated the Citizenship Status selection during case creation. Specifically, the selection “a noncitizen authorized to work” is updated to “an alien authorized to work.” In previous editions of the Form I-9 and in the E-Verify case creation process, the Biden administration’s USCIS changed the language from “alien” to “noncitizen” in this checkbox to align with an internal memo issued by the administration in April 2021 aiming to change the language used by agencies when talking about immigrants.

    The new Form I-9 from the Trump administration also updates the descriptions of the documents accepted under List B to say “sex” instead of “gender.” This change aligns with another April 2 announcement from USCIS about updates to its Policy Manual to clarify that the agency will only recognize two biological sexes, male and female, consistent with the Trump administration’s executive order, “Defending Women From Gender Ideology Extremism and Restoring Biological Truth to the Federal Government.” In the USCIS announcement on sex, the agency states that it would not deny benefits “solely because the benefit requestor did not properly indicate his or her sex” but that the agency would not issue documents with a blank sex field or with a sex different from the sex assigned at birth.

    The new Form I-9 from the Trump administration, known as the January 20, 2025, edition, is valid through May 31, 2027. Previous editions of the Form I-9 that include language from the Biden administration are still valid as well, including two editions from August 1, 2023, that have expiration dates on July 31, 2026, and May 31, 2027. Employers may continue to use the previous Form I-9 editions through their expiration dates; however, employers using the August 1, 2023, edition with the July 2026 expiration date in an electronic system are required to update their system with the Form I-9 expiring in May 2027 by July 31, 2026.

    CUPA-HR will continue to monitor for updates related to the Form I-9 and E-Verify.



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  • student-assistant-new-genai-capabilities – The Cengage Blog

    student-assistant-new-genai-capabilities – The Cengage Blog

    Reading Time: 2 minutes

    Since launching the Student Assistant in beta last year, we’ve been working with thousands of faculty and students to train it and bring a personalized learning experience to more students. So, what’s next for this GenAI-powered tool? 

    We’re taking it to the next level. Starting this fall 2025, the Student Assistant will become available to over 1 million students with new capabilities, including integration throughout the learning experience, course offerings across 100+ products and our new AI-powered insights dashboard.  

     Let’s jump in. 

    A quick refresher: Let us reintroduce you to the Student Assistant 

    Leveraging intelligent language models and Cengage-trusted content, the Student Assistant guides students through the learning process within their specific products. Currently, embedded in our online learning platform, MindTap, it provides tailored feedback to help students reach their own solutions, without giving away the answers. We want to support students to not only understand what they’re learning, but apply course concepts with confidence. That’s why this tool was purposefully trained by students and instructors, to ensure academic integrity is at the forefront.  

    Personalized support across learning activities 

    We’ve told you how the Student Assistant personalizes learning. Soon, students can experience that level of comprehensive, personalized support throughout their entire learning experience. The Student Assistant is expanding across various learning activities and can support more difficult question types. Plus, its responses will link to actual textbook chapters, images, videos and other resources. This allows students to instantly connect with their course content and understand exactly what they’re learning.  

    More course options equal more opportunities for students 

    Spanning 100+ products, the Student Assistant will be available to over 1 million students, each with their own set of unique learning needs. We’ve expanded access across our best-selling products, including “Principles of Economics” by N. Gregory Mankiw, “Anatomy & Physiology” by Dr. Liz Co, “Precalculus” by James Stewart and more. With more product offerings and platforms available, we can reach a wider range of students from a variety of key disciplines.

    Allows instructors to look beyond grades with AI-powered insights dashboard  

    The most desired AI use case for 52% of instructors we surveyed is AI that personalizes learning and instruction.  

    Built on real-time interactions from the Student Assistant, our new AI-powered insights dashboard is a tool instructors can utilize to support and meet students right where they’re at in the learning process. Instructors can track students’ learning patterns and increase engagement with personalized, actionable insights on everything from study habits to learning challenges and concept gaps – all before it impacts their grades.  

    The future of learning is looking bright 

    Overall, this expansion will help us create better learning experiences for more students and allow instructors like you to meet their individual needs — so you can support them in their academic journeys and create futures full of opportunity.   

    Want to stay posted on updates about our fall 2025 expansion and learn more about the Student Assistant for your course?  

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  • More Schools Report Visa Revocations and Student Detentions

    More Schools Report Visa Revocations and Student Detentions

     Reports have surfaced of a significant increase in the number of international student visas being revoked and students being detained across various universities in the United States. This follows heightened immigration scrutiny, particularly under the administration of Donald Trump. According to Senator Marco Rubio, more than 300 international student visas have been pulled in recent months, primarily targeting students involved in political activism or minor infractions. WeAreHigherEd has named 30 schools where students’ visas have been revoked. 

    Campus Abductions — We Are Higher Ed

    Key Universities Affected

    • University of California System (UCLA, UC San Diego, UC Berkeley):
      Universities within the University of California system, which hosts a large international student population, have reported multiple visa cancellations. These revocations have affected students involved in pro-Palestinian protests, political activism, or perceived violations of U.S. immigration policies. For instance, the University of California has seen as many as 20 students affected in recent weeks.

    • Columbia University:
      At Columbia University, the case of Mahmoud Khalil, a student activist, has gained significant media attention. Khalil, who was detained and faced deportation, exemplifies the growing concerns over student rights and the growing impact of politically charged visa revocations.

    • Tufts University:
      Tufts University is currently battling the Trump administration over the case of Rümeysa Öztürk, a Turkish graduate student whose visa was revoked. Her detention and the ensuing legal battles highlight the growing tensions between academic freedom and government policy. Tufts and its student body are advocating for Öztürk’s release and seeking clarification on the legal processes involved.

    • University of Minnesota:
      At the University of Minnesota, one international graduate student was detained as part of an ongoing federal crackdown on visa violations. The U.S. Immigration and Customs Enforcement (ICE) actions continue to raise concerns over the rights of international students to remain in the country, especially as visa renewals and compliance checks become more stringent.

    • Arizona State University:
      Arizona State University has also reported incidents of international students having their visas revoked without prior notice. These revocations have affected students from various countries, creating uncertainty within the international student community at the university.

    • Cornell University:
      At Cornell University, international students have similarly faced unexpected visa cancellations. This has raised concerns about the ability of universities to adequately support their international student populations, as students are left to navigate the complexities of visa status without sufficient notice or explanation.

    • North Carolina State University:
      North Carolina State University is another institution where international students have had their visas revoked without notice. The university has expressed concern over the lack of clarity from immigration authorities, which has left students in a precarious situation.

    • University of Oregon:
      The University of Oregon has experienced several cases of international students having their visas revoked. This has been particularly troubling for students who were actively pursuing their education in the U.S. and now face the prospect of deportation or being forced to leave the country unexpectedly.

    • University of Texas:
      At the University of Texas, international students have faced visa issues, with several reports of revocations and detentions, affecting students who are working toward completing their degrees. This has sparked protests and advocacy efforts from both students and university administration, seeking more transparency in the process.

    • University of Colorado:
      The University of Colorado has similarly reported instances of international student visa revocations, particularly affecting those involved in political activism. The university has been working to support students impacted by these actions, although many are left in limbo regarding their ability to continue their studies.

    • University of Michigan:
      The University of Michigan has also been impacted by a wave of visa revocations. Similar to other institutions, students involved in political protests or activism have found themselves under scrutiny, facing the risk of detention or deportation. Students, faculty, and staff are pushing for clearer policies and legal protections to support international students, who are increasingly at risk due to the political environment.

    The Broader Implications

    These incidents of visa revocation and detentions are seen as part of a broader trend of increasing immigration enforcement under the Trump administration. Critics argue that these actions infringe upon students’ rights, potentially violating freedom of speech and academic freedom. International students, especially those participating in protests or political discourse, have found themselves at risk of being detained or deported, with little prior notice or transparency regarding the reasons for such actions.

    Moreover, the economic impact of these actions is significant. In 2023, a record 253,355 student visa applications were denied, representing a 36% refusal rate. This has major implications not only for the affected students but also for U.S. universities that rely heavily on international students for tuition revenue. The financial loss could be as much as $7.6 billion in tuition fees and living expenses, further emphasizing the broader consequences of these policies.

    Legal and Administrative Responses

    Many universities are rallying behind their international student populations, with advocacy efforts from institutions like Tufts University and Columbia University. These universities have criticized the abruptness of the visa cancellations and detentions, calling for more transparency and due process.

    However, despite these efforts, the political climate surrounding U.S. immigration remains volatile, and it is unclear whether policy changes will result in more lenient or more restrictive measures for international students.

    Conclusion

    These stories underscore the fragile position of international students in the U.S. today. With incidents of detentions and visa revocations increasing, students face significant challenges navigating the complexities of U.S. immigration law, particularly those involved in political or activist circles. University administrations and students alike continue to call for clearer policies, protections for international student rights, and more transparent practices to avoid the unintended consequences of politically motivated visa actions.

    This issue remains ongoing, with much at stake for both 

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  • How to Support College Students With Body Image Concerns

    How to Support College Students With Body Image Concerns

    Some college students struggle with body image, negatively impacting their academic performance and physical wellness.

    stockvisual/E+/Getty Images

    Food and campus dining are important elements of the college experience for many students, whether that’s grabbing a quick coffee on the way to an 8 a.m. class or sharing a meal with friends at the end of a long day. Some learners, however, experience challenges with their eating habits due to negative body image or disordered thinking about food, which can be detrimental to their physical and mental health.

    Colleges and universities can create greater awareness for students and staff by supplying resources for physical health and wellness to support student well-being and thriving.

    What’s the need: Students with poor body image may feel ashamed, anxious or awkward, which could result in a lack of engagement in social events or classes, or unhealthy dieting and exercise behaviors, according to a study from the University of Alabama.

    Social media can increase students’ exposure to negative body images, which can damage mental and physical health. And students who experience food insecurity are more likely to report disordered eating habits.

    Campus Dining and Disordered Eating

    Addressing harmful eating habits can take place in the classroom or in the dining hall. Some colleges and universities, such as Northwestern University, have made strides to improve the student experience when utilizing campus food services by removing calorie counts next to food items. Read more here.

    Healthy body image can also be tied to student retention and graduation. A 2023 survey by United Healthcare Services found that college students who have experienced an eating disorder are more likely to have doubts about graduating on time (81 percent), compared to their peers who didn’t report an eating disorder (19 percent).

    While women are more likely to experience negative body perceptions, men also experience disordered eating. Male student athletes, in particular, experience higher rates of eating disorders than their nonathlete peers but are less likely than their female peers to receive support for disordered eating.

    Campuswide interventions: Disseminating information across campus can be one way to reach students who may be unaware of offerings or unable to identify their own harmful habits.

    • Illinois State University hosts the Body Project, the Body Project: More Than Muscles and the Female Athlete Body Project in collaboration with Student Counseling Services, Health Promotion and Wellness, and the Department of Psychology. The Body Project, a peer-led intervention, addresses female students’ sense of body image, and More Than Muscles supports male-identified learners with a chance to consider how culture and media define the ideal male body. Similarly, the Female Athlete Body Project supports women participating in collegiate athletics and their unique challenges with body image.
    • Louisiana State University hosted an event, “Trash Your Insecurities,” which invited students to write down their biggest insecurity and literally throw it in a trash can. Students could then write down what they’re most proud of themselves for, helping promote a better sense of self and positive self-talk. The event helped increase awareness of eating disorders and body image concerns as well as campus resources for these challenges.
    • The University of Nevada, Reno, hosts a support group, Nourish and Flourish, that encourages students to bring food to an informal setting to discuss concerns. Group counseling sessions can provide a place of community and support for students struggling with disordered eating or negative body image.

    Working with students: As an individual faculty or staff member, practitioners can encourage positive body image with a student by:

    • Encouraging them to unfollow social media accounts or influencers who trigger negative body image thoughts or feelings. Research from the University of New South Wales, Sydney, shows that engaging with positive content can improve body image over several weeks. At the same time, exposure to fitness-oriented social media posts can harm women’s self-perceptions, according to researchers from Davidson College.
    • When giving compliments, focusing on a student’s performance or personality, as opposed to appearances, can be helpful, according to recommendations from the University of Colorado, Boulder.
    • Avoiding use of negative body talk or dieting in the classroom or office, which can encourage students to do the same. Sometimes people engage in negative self-talk without even realizing it, so being self-accepting and self-compassionate can promote positive change.
    • Encouraging students to take care of themselves through adequate sleep or regular eating. For colleges that have nutrition services, staff can refer students to experts who can provide healthy eating advice.

    Do you have a wellness intervention that might help others promote student success? Tell us about it.

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