Diversity Blog

Group of diverse HR professionalsFew topics are as important or relevant to the HR field than diversity and inclusion. Diversity can bring substantial benefits to the business environment by creating a group better equipped to solve problems and offer creative innovations. We provide this blog as a way to discuss the latest accounts, questions and concerns on diversity and inclusion and how it relates to the human resources profession.

Would you like to contribute to this blog? Is there a specific topic you would like to see addressed here? If so, please contact the NOARK Diversity Chair, Rachel Hudson, PHR, SHRM-CP at eat0@eau0eav0eaw0

Articles appearing in NOARK Diversity and Inclusion Blog are provided as general information only and are not a substitute for legal or other professional advice. Published articles do not necessarily represent the views of NOARK. Permission to reprint articles must be obtained.

 

SCOTUS' Ruling and Reaffirming DEI Efforts

September 13, 2023 • Posted by JAMAIKHAN BOMAN

After the Supreme Court’s recent ruling striking down affirmative action in higher education, Republican attorneys general sent corporations a letter suggesting that workplace diversity programs are discriminatory and could be unlawful.  

After the Supreme Court’s recent ruling striking down affirmative action in higher education, Republican attorneys general sent corporations a letter suggesting that workplace diversity programs are discriminatory and could be unlawful.  

 However, experts continue to reaffirm the importance of diversity, equity, and inclusion efforts as a part of an organization’s talent attraction and retention practices.

In response to the ruling, SHRM reaffirmed its commitment to advocating for inclusive and diverse workforces. HR leaders have been seeking advice about DE&I programs since the ruling and both SHRM and Gartner offer helpful advice.

  • Pulling back on diversity and inclusion efforts may result in long-term challenges with talent retention and attraction. Instead, reexamine your policies and practices to ensure they build inclusion and that they align with your organization’s values and mission.
  • Recognize that Title VII covers workplace policy, while the recent Supreme Court ruling addresses Title VI, which covers higher education.
  • Instead of clear-cut quotas, analyze employee populations in the workforce and create plans for addressing underrepresentation, including outreach, recruiting, mentorship programs, and employee resource groups.
  • Reaffirm that the goal of your DE&I programs is to create inclusion and a sense of belonging for all employees.

Read more:

Comprehensive DE&I Strategies May Result from Supreme Court Ruling (SHRM)

‘There will always be fearmongering tactics,’ says Gartner’s director of HR on DE&I pushback (HR Brew)

Diversity, Equity, & Inclusion Resources (SHRM)

Top