10 Higher Ed Trends to Watch In 2025

One thing is certain for higher ed in 2025: Change is in the air

While “polarization” was Merriam-Webster’s word of the year for 2024, we have some early frontrunners for 2025 — especially when it comes to higher education. Change. Agility. Uncertainty. Flexibility. As we take a deep dive into the trends on tap for higher education in the coming year, it’s important to note that, with an incoming administration who has vowed to shake things up, the current postsecondary system could be turned on its head. With that in mind, we wade into our yearly look at the topics and trends that will be making headlines — and making waves — in the year ahead.

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Trend 1. Coming to a college near you: Higher ed changes

The new administration campaigned, in part, on completely overhauling — or at minimum, reforming — the higher ed system. So now colleges and universities are bracing for change. And the skepticism and criticism of higher education is not just from politicians. A recent Gallup survey shows that opinions of the American public are split fairly evenly between those who have a great deal of confidence (36%), some confidence (32%) and little or no confidence (32%) in higher education today. Confidence in higher education among Republicans showed the greatest change, with just 20% confident in higher education and 50% having little or no confidence. 

So if one thing’s certain, it’s that higher ed — and institutional leaders — need to be ready to address and act on potential change as the new administration takes power. In uncertain times like these, it is essential for postsecondary leaders and staff to be forward-thinking and nimble. Institutions will be seeking ways to prioritize change management and build community to stay abreast of evolving insights and best practices.

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Prioritize change management

Effective change management is crucial to navigating the evolving landscape of higher education, especially during the potential for uncertainty ahead. Having the ability to act quickly, remain flexible, find resources and get staff buy-in for necessary changes is crucial. Investing in this critical area allows you to minimize disruption, maximize adoption and drive sustainable change. Key elements of change management include:

• Clear Communication: Proactively communicate change initiatives to all stakeholders, ensuring transparency and addressing concerns.
• Empathy and Support: Foster a culture of empathy and understanding, providing the necessary resources and support to help employees navigate change.
• Active Listening: Seek out and listen to feedback and suggestions from staff members at every level, demonstrating a commitment to their perspectives and well-being.
• Collaborative Problem-Solving: Encourage cross-departmental problem-solving and decision-making, empowering employees to contribute to the change process.
• Continuous Learning and Development: Invest in ongoing learning and development opportunities to equip employees with the skills and knowledge needed to thrive in a dynamic environment.

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Stay up-to-date on new policies and best practices 

Keeping current on higher ed industry trends, policy changes and best practices will be valuable as the landscape evolves. Attending conferences, joining professional organizations, connecting to communities of practice, and following reputable institutions on platforms like LinkedIn are great ways to stay abreast of current issues while gaining the ability to share resources and actionable solutions. The InsideTrack events page is another good source for upcoming events in the higher ed space. Remember, the system is stronger when people join together to process changes and co-create workable solutions.

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Trend 2. Navigating the imminent “demographic shift” in higher education

Remember that “enrollment cliff” you’ve been hearing about for years — with a scheduled date of 2025? Well… 2025 is here, but that cliff is actually more of a shift. The reason? While the number of white, traditional, straight-from-high-school students entering college continues to decline, other demographic groups have increased their higher ed enrollment numbers and opened up new opportunities for institutions. The challenge, then, becomes how to best serve the needs of these “non-traditional” learners — students who are adults, first-generation, students of color and other populations who have been historically underserved by postsecondary institutions. The very definition of the “traditional learner” will cease to exist or, at the very least, will shift dramatically. 

To add to the challenge of the shifting enrollment demographics, the future of DACA students and international students may also be in question under the new administration. So schools will need to closely monitor the situation for updates, making sure they are prepared to support a wide net of potential learners. Ironically, immigration is another way in which the population declines that are impacting college and university enrollment can be mitigated. But with falling immigration rates and the new administration’s promise to deport millions of existing immigrants, it’s tough to say where this will land.

No matter the uncertainty, it’s imperative to consider how to ensure that all learners, especially “non-traditional” students, are being fully supported — helping them enroll, persist and graduate. Take the case of re-enrolling adult learners — many of whom are considering returning to college to complete their education. Research shows that while progress has been made in this area, there’s still a long way to go.

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Theory in action: How institutions can serve “non-traditional” learners

To address North Carolina’s ambitious college-attainment goal for two million residents to become college-degreed workers by 2030, a statewide initiative called NC Reconnect was formed to support the over one million adults in the state with some college but no credential to return and finish what they started. A pilot program, funded by the John M. Belk Endowment, paired InsideTrack re-enrollment coaches with five North Carolina community colleges to re-engage 12,000 stopped-out students. After the initial success, additional cohorts of five more community colleges each were added to the initiative. 

As of Fall 2023, a total of 2,035 learners have successfully re-enrolled. What’s more, persistence rates from cohorts one and two have demonstrated a positive impact as well, with 68% of the Fall 2021 re-enrolled students either completing or continuing and 66% of the Fall 2022 students completing or continuing. The initiative is working to ensure that students have what they need to successfully re-enroll, persist and graduate. And the institutional ROI since 2021 is a healthy $3.5 million. 

As a next step to advance the NC Reconnect initiative, stakeholders have scaled the program by training college staff in the InsideTrack methodology. Doing so will not only allow schools to continue to fully support adult learners in their goal of program completion, but it also sets the stage for a sustainable student support model that can help all students persist and thrive.

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Trend 3. The (d)evolving landscape of diversity, equity and inclusion programs in higher ed

The origins of DEI (Diversity, Equity and Inclusion) date back to the mid-1960s, during a time of tremendous social upheaval. Key policy landmarks include the passage of Title IX legislation in 1972 and the Americans with Disabilities Act (ADA) in 1990, which expanded access and opportunity for women and individuals with disabilities. The Supreme Court’s ruling in Grutter v. Bollinger in 2003 upheld the constitutionality of race-conscious admission policies, affirming the value of diversity in higher education and society at large. More recently, the Deferred Action for Childhood Arrivals (DACA) program in 2012 enabled undocumented immigrant students the ability to pursue higher education. The wave of racial justice movements in the 2020s further galvanized efforts to address systemic inequities and create more inclusive campuses. With each successive step, these landmark events have collectively shaped today’s higher educational landscape.

However, over the past couple of years, there has been a shift to scale back DEI programs. In 2023, for example, the Supreme Court struck down Grutter vs. Bollinger, ending race-conscious admissions. That decision has catalyzed the crackdown on DEI in higher education, leading to efforts to rollback or eliminate DEI programs at institutions across the country. Opponents of DEI programs argue that DEI offices and programs create division and exclude wide swaths of student populations — primarily “traditional-aged” white students — from accessing resources. While many states have banned DEI programs or implemented anti-DEI legislation, some college leaders across the country are now considering winding down DEI initiatives voluntarily to avoid being singled out or losing funding, should additional measures take place. 

As Inside Higher Ed has documented, as of December 2024, the push to restrict DEI in higher education has taken multiple forms. While states like Alabama, Iowa and Utah have formally banned DEI initiatives at public universities, and Idaho, Indiana and Kansas have restricted the use of diversity statements, the influence of this movement extends beyond this. Even in states where anti-DEI bills did not become law, such as Missouri, Kentucky and Nebraska, institutions have proactively dismantled DEI-related offices and programs to avoid scrutiny and repercussions. And while DEI is the target, many of these policies go much further, resulting in:

• Defunding DEI spending and infrastructure
• Restricting certain elements of faculty hiring and tenure
• Restricting teaching of certain disciplines, impacting academic freedom
• Politicizing the composition and role of governing boards and trustees

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How institutions are navigating a shifting DEI tide

The evolving DEI restrictions are creating real changes that affect staff, recruitment and student sentiment on campus — even though research shows that three out of every four Americans believe that all students benefit when colleges and universities reflect the racial and ethnic diversity of the United States. So how are institutions navigating these changes and striving to maintain inclusive and equitable opportunity for all their students?

A recent report from the Corporation for a Skilled Workforce (CSW), “Strategically Messaging Equity as a Postsecondary and Workforce Imperative,” provided thoughts on helping institutions adjust and adapt the strategy for their equity-related messaging: 

• Measure and talk about the importance of belonging on student success rates
• Incorporate data to show student success discrepancies and leverage the existence of shared values to promote inclusive language
• Discuss how lowering barriers and increasing opportunities helps students achieve their goals
• Explain how equity is a means for improving workforce efficiency, acknowledging employer and worker goals
• Connect the dots between a strong, diverse student body and a prepared, diverse workforce — one where the teachers, nurses, social workers and other employees are more representative of the people they serve

As the landscape of diversity, equity and inclusion continues to evolve, institutions, their partners and their students are faced with the challenge of adapting to a changing regulatory environment while remaining committed to their core values of inclusivity and equity. By focusing on measurable outcomes, leveraging disaggregated data-driven insights, and emphasizing the importance of belonging and individual potential, we believe colleges and universities can navigate these turbulent times and ensure that all students have the opportunity to thrive.

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Trend 4. A mental health epidemic: The state of college student well-being

Every day, countless college students struggle with mental health challenges that can hinder their academic and personal growth. What’s more, the majority of college students today expect to need assistance with mental health services during their time in school. While reduced stigma has led to a greatly increased demand for services, counseling centers often struggle to keep up with the influx of students seeking support. Mental health challenges are an increasing barrier to student success, persistence and graduation.

To address this crisis, many institutions are exploring solutions outside the traditional box. Some are supplementing traditional counseling services with online platforms, while others are training staff to provide mental health “first aid.” What’s more, schools are finding ways to incorporate a broader culture of wellness into their policies, systems and day-to-day campus life. One way they are doing so is by developing a curriculum that teaches students the necessary skills for self-care and conflict resolution, along with providing actionable information. Additionally, faculty can play a crucial role in identifying students who may be struggling and connecting them with appropriate resources. 

To provide comprehensive support, schools are also implementing strategies and dedicating more resources to streamline access to mental health services. This includes offering same-day appointments for intake or a single counseling session and utilizing stepped-care models to match students with the appropriate level of care — so the students who are most in need receive the most intensive care. 

Over the past few years, counseling centers have become more creative with ways to meet the increased demand. Stress, anxiety, isolation, loneliness and social issues are common challenges students face every day. Yet not every student needs individual therapy. Many need opportunities to increase their resilience, learn to problem solve, build new skills and connect with their peers. This is where working with a coach can be a tremendous benefit.

Coaches can help students learn to advocate for themselves and be better prepared to overcome challenges when they arise. They can also work with students to cultivate a sense of belonging and school community to help with well-being. The school, on the other hand, needs to let students know — upfront and often — that they are here to help, that they care about their students, and that they want them to succeed… then walk the walk. Students feel better and do better when they know the school cares about them, including their mental health. For instance, recognizing that students may face unforeseen crises, InsideTrack’s Crisis Support Services team is there to support coached students when they experience urgent needs like safety concerns, food or housing insecurity, financial hardships, and emotional distress, including grief, anxiety and thoughts of suicide. This support is available to all learners at institutions partnered with InsideTrack.

By prioritizing student well-being and responding promptly to mental health concerns, institutions can create a more supportive and inclusive campus environment where all students can flourish. 

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Trend 5. Focusing on online program offerings

Online learning opportunities continue to be a significant growth area for higher ed institutions. Their flexibility, affordability and self-paced nature make them ideal for adult learners, working professionals, rural residents and other students. Online education empowers individuals to balance their academic pursuits with their personal and professional commitments, whether it's to advance their careers or explore new fields.

The surge in online enrollment is undeniable. Of course, the number of undergraduate students enrolled in at least one distance course skyrocketed during the COVID-19 pandemic. But while the numbers have come down from their pandemic high, 54% of all college students took one or more classes online during the Fall 2022 term, showing that the movement of students toward online and hybrid course options is here to stay.

What’s more, institutions that, pre-pandemic, had limited or no online offerings have since invested heavily in developing robust online programs. This includes investments in strategic planning, infrastructure upgrades and the expertise of instructional designers to create engaging courses that maximize the online platform. And beyond academics, institutions are leaning into prioritizing a comprehensive approach to online education, encompassing admissions, student retention, accreditation and more. By offering a high-quality, student-centered online experience, institutions can attract and retain students while expanding their reach to a much wider audience.

In the year ahead, we believe the lines between on-campus and online learning will continue to blur. Hybrid and flexible learning models will accommodate a growing and diverse student population, including not only working adults and parents, but also those who wouldn’t otherwise be able to attend college, along with international students. Technology-enhanced classrooms and real-time participation tools will further bridge the gap between in-person and online learning.

To help ensure the success of online students, institutions can prioritize virtual, wrap-around student support services, geared to the unique needs of the online learner. By providing timely assistance, academic advising and a sense of community that make online learners feel like they’re a valued part of their school, institutions can help online learners thrive and achieve their goals.

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Trend 6. The increasing desire for alternative and skills-based learning pathways

A four-year degree can be a game-changer for students seeking well-paying careers and a promising future. But it’s not the only route. While non-degree options to viable careers have been steadily gaining traction over the years, the prevailing thought is that these pathways will become even more highly prioritized in the wake of the higher ed “overhaul” promoted by the new administration. Short-term credentials, bootcamps and apprenticeships can provide practical alternatives for individuals who don’t want to or can’t afford to go to four years (or even two years) of college. The goal here is simple: Focus on building skills that directly translate to careers — for instance, skills that are taught in the career and technical education (CTE) side of the house at community colleges. 

At the same time, the U.S. is at an inflection point where businesses increasingly have difficulty finding employees with the knowledge and training required to meet their workforce needs. Many high school and college graduates, as well as some adult workers, lack the foundational skills needed in the workplace of today — and tomorrow. That’s why signs point to an increase in skills-based hiring, indicating that there will need to be a sharpened focus on skill development that closely matches employer needs. 

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Skills-based credentials usher in a new era for employment

As an example of a movement toward helping individuals build employer-needed skills, the proposed bipartisan Workforce Pell Act could provide opportunities for students and workers looking to gain skills in high-demand fields. This congressional act would allow Pell Grants to provide financial support for students enrolled in high-quality, short-term education programs that will lead to career advancement. And it would ensure that all programs provide education aligned with the requirements of in-demand industries — meeting employer hiring requirements and providing students with the relevant skills necessary for employment. This is especially important for adult learners who are already in the workforce and are looking to advance in their current job or make a career change with the goal of earning higher wages and receiving better benefits. 

On the institution side, in an effort to support more equitable hiring and empower employers to better understand everything a prospective employee brings to the table — rather than just their degrees — some colleges are beginning to create Learning and Employment Records (LERs) instead of traditional transcripts. These LERs capture not only education and employment records, but also more accurately describe an individual’s specific skills and knowledge, enabling more learners and workers to access quality education and career opportunities. The use of LERs can also help employers efficiently match skills and talent to available opportunities, helping fill much-needed roles while promoting economic mobility.

The momentum behind these and other changes shows the growing importance of alternative and skills-based learning pathways — both for individuals seeking meaningful employment and for employers looking for skilled, qualified workers. By empowering individuals with the skills and credentials they need to succeed, the goal is to create a more equitable and prosperous society where everyone has the opportunity to reach their full potential.

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Trend 7. Keeping a close eye on the cost — and value — of higher education

College affordability remains a persistent challenge, with the true value of a degree under increasing scrutiny. A growing number of Americans are beginning to doubt the necessity of a college degree, particularly as costs continue to rise. And while state appropriations for higher education rose by 3.7 percent beyond inflation in 2023, net tuition revenue at public colleges and universities fell by 3.3 percent over the same time period — the largest year-over-year drop since at least 1980. Needless to say, budgets are strained, with little wiggle room.

The botched rollout of the redesigned FAFSA in 2024 exacerbated these challenges, leading to a significant decline in applications — especially among low-income, Black and Latinx communities. While it seems the FAFSA issues have been addressed (at least so far), the National College Attainment Network (NCAN) recently advised families of “mixed status” to weigh the risks of filling out the FAFSA due to deportation risks from the incoming administration. And for millions of borrowers who have been watching (and waiting) for student loan forgiveness, those plans are likely to be halted by the new administration.

While students face the mounting challenge of affordability, institutions are also under increased pressure to find sustainable funding sources to support their students. As the new administration takes office, federal funding for higher education is poised to undergo significant changes. Proposals to dismantle the Department of Education could have far-reaching implications for institutions who have historically relied on government funds. And while philanthropy has historically stepped in to bridge funding gaps during periods of government austerity, it cannot be solely relied upon to sustain higher education.

As the incoming administration signals its desire to dramatically redefine the role of the federal government in higher education, institutions must be proactive in diversifying their funding streams and adapting to a changing landscape. By fostering strong partnerships with philanthropic organizations and exploring innovative revenue models, colleges and universities can continue to provide quality education and empower students to succeed. 

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Trend 8. A deeper focus on measuring student success via career outcomes

Despite the high cost of tuition, many college graduates find themselves underemployed or unemployed. This mismatch between education and employment underscores the urgent need for a renewed focus on a critical metric of success: career outcomes.

Measuring student success outcomes from college through career provides a connection between the education received and the real-world impact of that education — demonstrating how well a college is preparing students for the workforce, justifying the cost of tuition, and informing program improvements to better align with industry needs. Doing so holds colleges accountable for the employability of their graduates, which is a key concern for students, employers and policymakers alike. 

Though it’s not an easy task, by committing to track career outcomes, colleges can identify which programs are most effectively preparing students for their chosen fields, allowing them to make necessary adjustments to curriculum or faculty development. And tracking career outcomes helps colleges stay up-to-date on the evolving needs of the job market, ensuring their programs are relevant to current and future industry demands.

To truly consider their education a success, individuals want to be able to get a good, family-sustaining job with a solid living wage. That’s why internships, apprenticeships and programs that provide learners with both knowledge and real-world experience to help them achieve their career ambitions have moved into the spotlight. Career advising and career coaching are other pieces of the pie that have proven to help learners reach their goals. In order to gauge the effectiveness of these programs, the starting place is measuring data and information about outcomes. As management consultant Peter Drucker is often quoted, “You can’t manage what you can’t measure” — including the success of a college education.

As an example, in their report, “Talent Disrupted: College Graduates, Underemployment, and the Way Forward,” the Strada Institute for the Future of Work and The Burning Glass Institute use millions of pieces of data to offer a comprehensive picture of how college graduates fare in the job market over their first decade of employment after college. A few key findings include: 

• The first job after graduation is critical, as graduates who start out in a college-level job rarely slide into underemployment
• Underemployment is sticky: 73% of graduates who start out underemployed remain so 10 years after completing college
• Underemployment carries a heavy financial cost: A recent graduate employed in a college-level job typically earns about 88% more than a someone with a high school diploma, while an underemployed college graduate earns just 25% more than that same high school graduate
• College-level employment rates are higher for those who complete an internship, and completing an internship reaps benefits for students across degree fields

Taking this a step further, in 2024, Strada Education Foundation released its inaugural State Opportunity Index, a compendium designed to give education leaders, policymakers and employers a framework for helping students achieve their career and life goals. This inaugural report establishes a baseline for how states are doing in five priority areas: Clear Outcomes, Quality Coaching, Affordability, Work-Based Learning and Employer Alignment. Taken together, these five priorities provide a research-backed framework for improving the policies and practices to support educators, students and employers.

To drive meaningful change, we believe many colleges and universities will focus beyond completion and prioritize career outcomes in their strategic planning and operations. By investing in career services, strengthening partnerships with employers, incorporating work-integrated learning opportunities into curricula, collecting and analyzing data on student outcomes, and advocating for policies that support student success, institutions can better prepare their students for the future of work — and students can attain the job and career they’ve worked so hard for.

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Trend 9. Prioritizing mental health and well-being for support staff, not just students

Student support staff are the hard-working backbone of any successful college or university. Day in, day out, they work tirelessly to make sure students are well taken care of. But who’s taking care of them?  

The demanding nature of their roles can often take a toll on their own mental and emotional well-being. The constant exposure to student struggles, coupled with increasing caseloads and administrative burdens, can lead to compassion fatigue, burnout and secondary trauma. A recent national survey revealed that 53% of higher ed faculty and staff members are considering quitting, citing factors such as stress, lack of work-life balance, and the heavy emotional toll of supporting students. Along with increased workload and feeling overwhelmed, a vast majority of those surveyed — 76% — feel that supporting students’ mental health has become a job expectation.

An earlier survey showed that nearly 50% of faculty and staff members reported that supporting those students has taken a toll on their own mental and emotional health, while 81% felt their institution needed to invest more resources to support faculty and staff mental health and well-being. Stress, lack of sleep and anxiety have become all too commonplace.

That’s why it’s so important for institutions to support their staff — just as they would their students. When thinking about embedding trauma-informed and healing-centered approaches into student support, it’s critical that organizations create a positive work environment for their employees, and that they think about their employees as frontline workers who also need support. This is where equipping staff with a proven support framework comes in. Through InsideTrack’s coaching development and training programs, we teach staff members at campuses across the country to become certified in InsideTrack’s evidence-based coaching methodology. One of the proven support frameworks you’ll find in our latest report — “From Crisis to Resilience,” written in collaboration with the Corporation for a Skilled Workforce — is called the CLEAR framework. It’s an approach that promotes understanding before problem solving and can be an extremely helpful tool when working with individuals experiencing heightened emotions, facing major life choices or dealing with difficult circumstances.

By adopting trauma-informed, healing-centered and resilience-building approaches, we can empower individuals and strengthen their ability to succeed in education, training and employment. Institutions of higher learning must actively integrate and embed these types of practices into their structures and policies. Doing so will help to create a system that recognizes the humans behind the statistics, empowers individuals to overcome adversity, and equips staff to be effective and compassionate.

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Trend 10. The rise of GenAI and AI technology in student support

And of course, no 2025 trends article is complete without mentioning AI. The rise of GenAI and other AI technologies is rapidly changing the landscape of higher education. AI offers the potential to transform the student experience, from personalized learning to automated administrative tasks. As institutions embrace these technological advancements as a way to elevate student success, it's crucial to maintain a human-centered approach. By combining the power of AI with the empathy and nuance of human interaction, institutions can create a more effective and equitable learning environment.

Take the plight of the overburdened college advisor, for example. The most recent "Driving Toward a Degree" report from Tyton Partners proposes a combination of technological and capacity-building solutions to address key challenges faced by institutions and their advising staff, leveraging a mix of GenAI and human-powered solutions to help manage large caseloads and employee burnout.

AI technology and chatbots can be part of the solution by automating rote and transactional tasks, such as roster management, tracking student questions, and course scheduling. This allows advisors to dedicate more time to one-on-one interactions with students who need it most. While organizations like NACADA: The Global Community for Academic Advising encourage the use of technology to support academic advising, they emphasize the importance of the human connection. As Kyle Ross, executive director of NACADA, states, "If AI can help complement that workload and free up advisors to talk through things like career exploration, navigating four-year plans, and alternative credentials, we're definitely on board with that."

That said, it’s essential to recognize the limitations of AI. As Ruth Bauer White, president of InsideTrack, points out in a recent op-ed, AI tools are not a replacement for personalized advising, individualized coaching, and other forms of one-on-one student support. “Human connection is at the core of what makes such support so profoundly effective, and AI is currently incapable of replicating this. At a time when students have rarely felt more isolated or lonely, weakening these relationships can have significant consequences. Any approach to integrating AI into student support must be designed to preserve these crucial human connections.”

By strategically combining AI and human interaction, advisors can optimize their time and provide more effective support to students. AI can handle routine tasks, freeing up advisors to focus on complex issues, personalized guidance and building strong relationships with students. This hybrid approach ensures that students receive both the efficiency of technology and the empathy of human connection, ultimately leading to improved student outcomes and a more fulfilling educational experience.

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Navigating 2025, together

While each new year brings new winds of change, it seems possible that the 2025 gusts could be blowing stronger than ever. As we forecast the higher education trends that we believe will be top-of-mind for all of us this year, we are grateful for the opportunity to navigate the changes together.