The Justice Department said it will stop enforcing disparate‑impact liability under Title VI, effectively narrowing how colleges can be investigated for policies that produce unequal outcomes. The change revokes a long‑standing path for complaints that relied on statistical proof of disparate effects rather than proof of intent, according to a Civil Rights Division announcement. At the same time the EEOC opened the claims process in the $21 million settlement with Columbia University for alleged antisemitic harassment of employees, inviting eligible current and former staff to submit claims through June 2026. EEOC Chair Andrea Lucas framed the move as a priority for the agency and said the settlement fund is “robust.” The twin moves create a complicated compliance landscape for campus leaders: the Justice Department’s new rule will curtail investigations that use statistical disparities as a basis for enforcement, even as EEOC action shows regulators will still pursue high‑profile workplace discrimination cases. Legal counsel and equity officers across higher education are reassessing policies, documentation practices and complaint‑handling protocols.