Ohio SB 1: What Career Services Leaders Need to Know

Policy & Compliance Insights

Ohio SB 1 and the National Shift in Higher Ed Compliance

Ohio’s SB 1 marks a turning point for public universities, reshaping how career centers manage events, postings, and data. Here’s what institutions need to know — and why other states may soon follow.

Public universities are facing a new compliance reality where control and transparency are no longer optional.

In Ohio, the Advance Ohio Higher Education Act (SB 1) is reshaping how institutions manage events, postings, and data — but Ohio isn’t alone. States like Texas, Florida, North Carolina, Iowa, and Utah are advancing legislation that limits DEI offices and trainings, mandates institutional neutrality, and prioritizes intellectual diversity.

For career services professionals, these changes bring new compliance obligations, increased liability, and a need to rethink workflows — starting now.

Ohio as the Test Case: SB 1’s Impact

SB 1 went into effect on June 27, 2025, creating sweeping new mandates for Ohio’s public colleges and universities. Career centers are among the first offices feeling the impact, as day-to-day operations now carry compliance implications. Here are the key areas where SB 1 is already reshaping career center operations:

Events and Protected Classes: Targeted events — such as “Women in STEM” or “LGBTQ+ Networking Night” — are no longer permitted unless open to all students. The only exceptions are programming for veterans and students with disabilities. Institutions must now balance inclusive programming with strict neutrality requirements.
Social Feeds and Content Moderation: Unmoderated feeds represent one of the biggest risks under SB 1. Career centers are shifting to full approval workflows, ensuring every event or posting is reviewed before going live. This approach reduces liability and demonstrates proactive compliance.
DEI Restrictions and Liability: SB 1 formally eliminates DEI offices, programs, and targeted recruiting initiatives. Even perceived violations — not just explicit ones — could trigger complaints, audits, or funding consequences. As a result, many universities are adopting a conservative compliance posture, scaling back gray-area initiatives.
Student Data and Profile Fields: Although SB 1 doesn’t explicitly address pronoun fields or gender reporting, institutions are making preemptive changes: removing pronoun fields and restricting gender options to two categories. These steps are designed to minimize perceived risks and mirror trends in other states considering similar reforms.

Beyond Ohio: A National Trend

While SB 1 is driving immediate change in Ohio, other states are moving in similar directions:

Texas (SB 17) → Eliminates DEI offices, restricts DEI-related trainings, and enforces neutrality policies.
Florida (SB 266 / HB 999) → Limits DEI funding and bans identity-based programming at public universities.
North Carolina → Passed measures restricting DEI roles and requiring “institutional neutrality” in campus communications.
Iowa & Utah → Advancing legislation that mirrors many SB 1 provisions, including reporting mandates and free speech protections.

These laws vary in scope but share a common theme: greater institutional accountability and control. Career centers across the country will need to prepare for increased compliance expectations, even if similar laws aren’t yet active in their state.

What This Means for Career Centers

Career centers sit at the intersection of students, employers, and institutional policy. Under SB 1 and similar reforms, institutions must:

Implement approval workflows: No events, postings, or employer content should go live without institutional review.
Moderate social feeds: Remove or restrict unvetted content that could imply targeted programming.
Customize profile fields: Align student data fields (e.g., pronouns, gender options) with institutional policies.
Increase reporting transparency: Expect heightened requirements for outcomes reporting, cost summaries, and student data disclosures.
Prepare complaint-handling processes: Establish internal mechanisms to address potential compliance violations quickly.

Best Practices Emerging in Ohio

Ohio institutions — both public and private — are reassessing policies, platforms, and workflows as SB 1 goes into effect:

Across the state: Universities are evaluating platforms and workflows to ensure they can enforce content moderation, approval processes, and data controls that align with institutional policies and evolving legislation.
Public universities: Many are revising student profile fields, restricting gender reporting options, and requiring all events to be open to all students in order to align with SB 1 mandates.
Private institutions: While SB 1 does not currently mandate compliance for private colleges, early proposals considered tying state scholarship eligibility to SB 1 requirements. That language was removed from the final budget, but private schools continue to monitor potential funding impacts and public expectations as the regulatory landscape evolves.

Join the Conversation

We’re partnering with the Midwest Association of Colleges and Employers (MWACE) to host a live webinar unpacking SB 1 and its broader national context.

Mon., Sept. 29 @ 1pm EST

For more information and official guidance on SB 1:

Key Takeaway

SB 1 marks a turning point for public universities and it’s only the beginning. Similar reforms are emerging nationwide, creating new expectations for how institutions manage events, employers, and student data.

You can’t afford platforms that make decisions for you. Career centers that act now can reduce risk, maintain compliance, and continue delivering strong outcomes for students and employers.

Stay compliant with 12twenty

SB 1 reshapes how Ohio career centers manage events, postings, and student data. Your institution can’t afford platforms that make decisions for you. With 12twenty, you stay in control — deciding what students see, what employers post, and how your university is represented.