A federal court sided with Drexel University in a workplace dispute, finding resistance to a Black compliance executive’s management style did not constitute race- or sex-based harassment. The ruling emphasizes that not all supervision conflicts equate to discriminatory conduct and signals a high bar for proving hostile-work-environment claims when management-style disagreements are central. Separately, trustees at Mott Community College debated accusations that the president engaged in proselytizing on campus, a controversy that has split community members and raised governance questions about religious expression, professional boundaries and trustee oversight. Both cases underscore the governance and HR pressures colleges face: courts will parse motive and context in personnel disputes, while boards must manage reputational fallout, ensure consistent application of policy and protect academic workplaces from polarization.