The Justice Department announced this week that Ohio State University’s College of Medicine discriminated against white and Asian applicants for its 2023, 2024, and 2025 classes. The finding violates Title VI of the Civil Rights Act of 1964 and the 2023 Supreme Court decision in Students for Fair Admissions v. Harvard, which barred race as a factor in admissions.
Assistant Attorney General Harmeet Dhillon put it plainly: “Despite SFFA, OSU Med allows some applicants to bypass its own screening process and skip interviews solely because of the color of their skin.” She added that a separate admissions process based on race “is plainly illegal under federal law.”
🚨BREAKING: DOJ found that Ohio State’s medical school discriminated against white and Asian applicants through a “holistic” admissions process and a “side door” that let certain applicants bypass standard screening and interviews.
This is discrimination disguised as diversity. https://t.co/9VN3vcBmXw
— America First Legal (@America1stLegal) October 22, 2026
OSU Med used a “Holistic Approach” aimed at admitting more “underrepresented minorities.” Screeners scored applicants on attributes, experiences, and metrics. Black applicants who reached the interview stage were about 2.8 times as likely to be admitted as Asian applicants with equal credentials. The school also ran a “side door” that let some applicants in without a full screener score or interview. Through that path in 2024 and 2025 combined, black applicants were four times as likely to be admitted as white applicants, and no Asian applicants got in that way.
Campus Reform’s review of the same data showed even sharper gaps in 2025: black applicants were 3.3 times more likely than white applicants with similar academic credentials to be admitted, 4.6 times more likely to get an interview than comparable whites, and 7.7 times more likely than comparable Asians. Admitted black applicants had a median MCAT of 512 while admitted Asians sat at 517; rejected Asians scored higher on average than admitted black students in both 2024 and 2025.
Ohio State is not an outlier. The same Civil Rights Division has issued similar findings against other schools in recent months.
UCLA Law School was found to run a two-tiered system for its 2023–2025 classes in which the academic bar shifted by race. Dhillon noted that the school rejected white and Asian applicants with the same LSAT scores as admitted black and Hispanic applicants. In 2024 and 2025 combined, half the admitted black applicants had LSAT scores at or below 90 percent of the admitted white applicants.
Berkeley Law faced a joint DOJ–Education Department finding for its 2024 and 2025 classes. Black applicants had 5.8 times higher odds of admission than comparable white applicants in 2025. More than a third of admitted black applicants in those years had LSAT scores below 99 percent of admitted white applicants. The school used essay prompts and racial identity questions as workarounds after the Supreme Court ruling.
UCSF’s medical school was accused of giving black applicants nearly 13 times better odds than white applicants with similar qualifications in 2025. Average MCAT scores for admitted black students ran 514 against 519 for whites and 518 for Asians. The school also used secondary application prompts that invited discussion of race.
Earlier findings hit UCLA’s medical school, Yale’s medical school, and UC Davis’s medical school for the same pattern of lower academic metrics for preferred groups and higher admission odds once race or race proxies entered the process.
THE SUPREME COURT HAS AGREED TO HEAR A CASE THAT OPENS THE DOOR TO BIG CHANGES ON HOW RACIAL DISCRIMINATION & DEI POLICIES IN SCHOOLS & JOBS IS DECIDED
The U.S. Supreme Court Agreed On October 19, 2026, To Hear A Case About Magnet School Admissions In Montgomery County, Maryland. This Decision Could Lead To Major Shifts In How Courts Handle Claims Of Racial Discrimination In Schools & Possibly In Jobs Too.
Parents In The Association For Education Fairness Argue That The School District Changed Its Rules On Purpose To Cut The Number Of Asian American Students Getting Into Selective Middle School Programs.
The Rules Look Neutral On Paper & Do Not Mention Race, But The Parents Say Officials Aimed To Create A Different Racial Mix. Lower Courts Dismissed The Case Because Asian American Students Still Got Admitted At A Rate Higher Than Their Share Of Applicants.
But The Parents Want The Chance To Show Evidence Of Intent Even Without That Group-Wide Number Gap.
The Question The Justices Will Decide Is Whether A Plaintiff Challenging A Neutral Policy Must First Prove The Targeted Group Suffered An Aggregate “Disparate Impact” Relative To Its Share Of The Applicant Pool. A Ruling For The Parents Could Make It Easier To Challenge Policies That Officials Design To Achieve DEI Racial Outcomes Through Rules That Appear Fair On The Surface.
This Case Ties Into Broader Debates About Disparate Impact, A Rule From The 1971 Supreme Court Decision In Griggs V. Duke Power Co. That Case Said Employers Can Be Liable For Neutral Job Rules, Like High School Diplomas Or Tests, If Those Rules Hurt Certain Groups More & Are Not Needed For The Work.
That Single Ruling Has Shaped Employment Law For Decades. The Trump Administration’s Justice Department Has Already Questioned Parts Of How That Doctrine Gets Applied, Saying It Can Push Employers Toward Race-Based DEI Choices To Avoid Lawsuits.
The Maryland Case Itself Is About Equal Protection In Schools, Not Directly About Overturning Griggs. But Legal Analysts Note That Language From The Court On Intent, Neutral Rules, & Racial Outcomes Could Serve As A First Step For Later Challenges In Employment & Other Areas.
Arguments Are Expected Early Next Year, With A Decision Likely By The Summer Of 2027. The Outcome Will Shape How Far Governments Can Go When Using Facially Neutral Tools To Reach Racial DEI Goals.
— John Basham (@JohnBasham) October 21, 2026
These schools receive large amounts of federal money and remain bound by Title VI. The Justice Department has made clear it will pursue voluntary agreements or further action if the practices continue.
The methods share a common feature. After the 2023 Supreme Court decision closed the direct use of race, many institutions shifted to “holistic” reviews, side pathways, essay prompts that solicit racial identity, and recruitment events framed around diversity. The result is the same: higher-scoring white and Asian applicants lose seats to lower-scoring applicants from preferred groups.
Whatfinger News tracks which campuses have pushed back against this model. Finger Universities ranks schools on free speech, resistance to DEI capture, faculty ideology, and actual results rather than prestige lists. University of Florida leads the Freedom Index after dismantling DEI offices and dropping diversity statements from hiring. The page also lists state reforms that limited DEI bureaucracy and flags campuses with high DEI staff density and weak speech protections. Parents and applicants looking for schools that still prioritize merit over racial balancing can start there: https://dedicatedissues.com/fingeruniversities/.
The Ohio State finding is the latest evidence that the post-2023 shift did not end racial preferences in admissions. It moved them into new labels and side doors. Federal investigators are documenting the numbers. The question is how long the schools keep operating under the old rules while collecting federal funds.
DEI Continues: DOJ Discovers Discrimination Against Whites and Asians at Ohio State Medical School Despite Supreme Court Ruling https://t.co/SCWTWCRzgH
— The Gateway Pundit (@gatewaypundit) October 23, 2026
IT’S OFFICIAL: DOJ ACCUSES OHIO STATE MEDICAL SCHOOL OF RACE-BASED ADMISSIONS DISCRIMINATION The DOJ, under Assistant Attorney General Harmeet Dhillon, has accused Ohio State’s medical school of discriminating against white and Asian applicants despite the Supreme Court’s ban on race-based admissions. Investigators reportedly found that Black applicants with comparable credentials were about 2.8 times as likely to be admitted as Asian applicants. A separate admissions pathway allegedly allowed some candidates to bypass screening scores and interviews. Through that pathway in 2024 and 2025, Black applicants were four times as likely to be admitted as white applicants, while no Asian applicants were admitted. SGT News Network
Epoch Times: JUST IN: An appeals court just let Mississippi enforce its DEI ban in schools — and removed the judge who blocked it over the use of AI. The Fifth Circuit overturned a 2025 ruling by U.S. District Judge Henry Wingate that had stopped the state from enforcing H.B. 1193. The law bars public schools and colleges from promoting DEI in classes and stops administrators from punishing students for their views on the topic. Wingate said the law violated the constitutional rights of teachers and students, siding with plaintiffs such as the Jackson Federation of Teachers. The Fifth Circuit disagreed. It said Wingate’s order failed to properly test the law under the Supreme Court’s framework for First Amendment challenges and simply assumed it was unconstitutional without the required analysis. AI Hallucinations Wingate’s original order cited parties and facts that did not exist in the case, and a later version referenced a legal ruling that does not exist. He later said a law clerk had used AI to help draft the order. The Fifth Circuit ordered the case reassigned to a different judge.
— The Whatfinger News Team: Ben and Beth with Grok on edits
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