The line between community and discrimination has become blurred as politicians and administrators shun organizations, like Alice Magazine and Nineteen Fifty-Six, which focused on emphasizing the shared experiences of like identities.
In the memo cited by UA administrators during the student media suspensions, it states that groups may “not discriminate on the basis of race, color, national origin, sex, religion, or other
protected characteristics — no matter the program’s labels, objectives, or intentions.”
Because the objectives and intentions of groups play no role in whether or not they are considered discriminatory, this definition would presume that all organizations emphasizing shared identities are harmful forms of discrimination.
This rhetoric is not only false in its nature, but it fosters a culture evidenced by the National Institute for Health where women, racial and ethnic minorities and LGBTQ+ people face discrimination and harassment without support groups for guidance and community.
If eliminating discriminatory practices and harms is the true goal, allowing communities that emphasize shared experiences is essential to fighting “survival of the fittest” behaviors that women and minorities are susceptible to when situated in predominately white, male spaces.
“As a woman on campus, and especially as a first-generation student, I have often felt an added pressure to prove myself,” said Gracie Franks, a senior studying English. “That sense of being watched, combined with statistics like men historically scoring higher on the LSAT, can make this pre-law path feel discouraging and, at times, turn academic and leadership spaces into something overly competitive or performative. I know many women feel this same pressure.”
Authors Ann Friedman and Aminatou Sow use Shine Theory as a mitigation for competitive womanhood: “Shine Theory is a practice of mutual investment in each other. It is an investment, over the long term, in helping someone be their best self — and relying on their help in return.”
When students unite around a shared identity, they don’t see each other as future employment competitors; rather, they are connections to boost each other towards higher success. Because women and minorities can face higher stress and employment barriers, finding community can shift occupational interests from stress to excitement.
“I think it’s about the attitude. Not making it seem like you may be a minority but not like that’s a bad thing,” said Taylor Sheffield, a senior studying civil engineering. “It’s about kindness and wanting to connect with other people. Some people might see it as a suppression, others a social triumph, but it should be about banding together to make a mark on the community and build friendships.”
As president of the Society of Women Engineers, Sheffield emphasized that many engineering classes at UA may only have one or two other women in a class, so becoming friends with the other girls in the major helps boost support and success for female students.
Likewise, pre-law is daunting for any prospective students, but adding the stress of potential biases can make students feel underqualified and undeserving despite hard work and worthiness. Franks notes that the goal of the Women in Pre-law Society is to foster an environment where women feel encouraged and capable while navigating academics and campus life.
“I knew I wanted to create a space where women could grow through mutual support rather than competition, where the focus is on becoming the best version of themselves instead of being compared to others,” Franks said. “I am constantly aware of the spaces where women are overlooked or underestimated, and in the current political climate, with conversations about the ‘Mrs. Degree’ resurfacing, it can feel as though my success reflects not only on me but on women more broadly on our campus and throughout academia in general.”
Evidently, organizations that emphasize safe spaces and building around shared identity are not vehicles for spreading discrimination, but rather they are communities for students to create networks and support before entering a workplace that may have real discriminatory dynamics.
Universities cannot claim to oppose discrimination while attacking the communities that fight against it. Student organizations rooted in shared identity are not barriers to inclusion, but rather they are bridges that help students withstand competitive, inequitable environments and enter professional spaces with confidence. Treating these groups as inherently discriminatory ignores both research and reality. Administrators must acknowledge that supporting identity-based spaces is not a threat to fairness, but a necessary step toward it.
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