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)