HB0147 FAQs FOR NON-INSTRUCTIONAL STAFF AT THE UNIVERSITY OF WYOMING (current as of 16 December 2025)
In the general legislative session of 2025, HB0147 was passed and signed into law as Wyoming Statue 9.25.101 “Prohibited Practices of State Institutions: Diversity, Equity and Inclusion Activities.” Following this the University of Wyoming adopted UW Standard Administrative Policy 4-1.1 Equal Opportunity, Allowable Efforts and Prohibited Functions, and Institutional Discrimination. These FAQs are to help summarize parts of the new law and policy as they apply to non-instructional staff.
A: The bill prohibits governmental entities from engaging in any program, activity or policy that promotes differential or preferential treatment of individuals or classifies individuals on the basis of race, color, religion, sex, ethnicity or national origin. HB0147 was signed by Governor Gordon on March 4, 2025, and has been effective since July 1, 2025.
A: HB0147 defines prohibited DEI activities as programs,activities, or policies that promote differential or preferential treatment of individuals or classifies individuals on the basis of race, color, religion, sex, ethnicity, or national origin.
A: Institutional discrimination means any of the following concepts:
- That any race, color, religion, sex, ethnicity or national origin is inherently superior or inferior;
- That a person should be discriminated against or adversely treated because of the person’s race, color, religion, sex, ethnicity or national origin;
- That the moral character of a person is determined by the person’s race, color, religion, sex, ethnicity or national origin;
- That because of a person’s race, color, religion, sex, ethnicity or national origin the person is inherently racist, sexist or oppressive, whether consciously or subconsciously;
- That by virtue of a person’s race, color, religion, sex, ethnicity or national origin, the person is inherently responsible for actions committed in the past by other members of the same race, color, religion, sex, ethnicity or national origin;
- That fault, blame or bias should be assigned to members of a race, color, religion, sex, ethnicity or national origin, on the basis of race, color, religion, sex, ethnicity or national origin;
- That any person should accept, acknowledge, affirm or assent to a sense of guilt, complicity or a need to apologize on the basis of the person’s race, color, religion, sex, ethnicity or national origin; or
- That meritocracy or certain traits including a hard work ethic are racist or sexist.
A: No. HB0147 prohibits mandatory attendance at DEI programs or trainings, or any training that promotes “institutional discrimination.”
A: No, not if they meet the law’s definition of DEI--programs, activities, or policies that promote differential or preferential treatment of individuals or classifies individuals on the basis of race, color, religion, sex, ethnicity, or national origin- and you are organizing these programs on behalf of the University or using state funds through the University.
A: Yes, as a private individual you can engage in voluntary activities outside of your official university duties. HB0147 applies to what the university, as a governmental entity, does in its programs, policies, and requirements.
A: Yes, but only in limited circumstances. Collecting demographic information for compliance with federal or state reporting (such as Title IX, EEOC, or federal financial aid reporting) is allowed.What’s prohibited is using that information to give preferential treatment or to require people to classify themselves in order to receive benefits, training, or opportunities.
The best practice when collecting demographic data on a form or survey that will lead to a benefit is to clearly explain why the information is being collected and how it will be used. For example:
- Include a note stating: “This information is collected only for federal and state reporting purposes. It will not be used in evaluating your application, eligibility, or access to opportunities.”
- Make demographic questions optional whenever possible and make sure the responses are being responsibly stored in a secure location.
- Ensure responses are collected after any decision-making processes (e.g., HR recruitment or admissions review).
A: Yes. HB0147 does not terminate those civil rights laws protecting individuals from harassment and discrimination based on their protected class status.
A: No. HB0147 explicitly bans programs or trainings that assign guilt, blame, or responsibility to individuals based on their protected class.
A: Yes, as long as the events are open to all and do not promote differential or preferential treatment based on protected classes. Programming tied to federally recognized Indian tribes is explicitly exempted from HB0147’s restrictions. (See FAQ #12 for details on HB0147’s exemption for federally recognized Indian tribes.)
A: No. Preferential treatment based on race, sex, religion, ethnicity, or national origin is prohibited under HB0147 and federal law. Hiring and promotion decisions must be made based on job-relevant qualifications only.
A: HB0147 contains a specific carve-out for federally recognized Indian tribes. Tribes and their members are treated in the law as a political class, classification, or identity, not a race or racial classification. Federally recognized Indian tribes and programs, trainings, degrees, classes, or endowments related to federally recognized Indian tribes or Indian history, culture, language and traditions, are not DEI as defined by HB0147. So, for example, an outreach or administrative staffer can work with the Northern Arapaho Business Council or Eastern Shoshone Tribal Council to design a program exclusively benefiting tribal members, since tribes are treated as political entities rather than racial groups. That same staff member may not work during their paid time as a University employee with groups that are exclusionary based on sex or race, such as a program that benefits only women-owned or BIPOC-owned businesses.
