The recent U.S. Supreme Court decision banning affirmative action, specifically race-conscious admissions in colleges and universities, may not directly impact U.S. workplaces, but there’s no question that corporate America needs to consider the effect this — and potential future judicial rulings and state legislation — will have on their DEI practices.
Why Companies Can — and Should — Recommit to DEI in the Wake of the SCOTUS Decision
Businesses are reconsidering whether they need to change their DEI strategies. The short answer is: They don’t.
July 27, 2023
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Summary.
In the wake of the U.S. Supreme Court ban on affirmative action at colleges and universities, state legislation attaching diversity, equity, and inclusion efforts on campus, and more general attacks on DEI, companies are considering whether they need to change their DEI strategies. The short answer is they don’t. But it is a good time to review corporate values, personnel policies, and engage with employees on these issues. The first step should be to remember the moral and business cases for DEI. They remain strong. Second, you might reconsider using DEI labels, as some have suggested. But given employee support for such initiatives, proceed cautiously. Next, review HR practices like recruiting (including casting a wider net for candidates since the college pipeline will now be less diverse); onboarding (since some students will have less exposure to DEI than others); and performance reviews, pay, and promotion (to ensure there is no racial bias). Finally, communicate carefully with what is sure to be a polarized workforce. Present credible research, solicit opinions, work to bridge divides. Ultimately, you want your organization to move forward in a way that is aligned with your organizational values.