Three Ways SCOTUS Decision Impacts Corporations: Ending Affirmative Action in Higher Education Reaches Far Beyond the Classroom

As a firm, we are disappointed and deeply concerned about the recent SCOTUS decision to end affirmative action in higher education institutions. We are not deluded about the repercussions of this ruling and how it will negatively impact corporations. Systemic oppressions still exist today and are a significant factor in the successful progression of diversity, equity, and inclusion efforts. Due to the nature of interdependent systems, one affects the other. The potential increased lack of representation on college campuses across this country will undoubtedly affect those from historically marginalized backgrounds as they will be more likely to miss the fair opportunity to experience educational advancements . This will affect not only the trajectory of their careers but also organizational top and bottom lines. Innovation will decrease without equitable representation of a diverse customer base in your workforce. Diverse demographics will not decrease in America anytime soon, and therefore organizational representation must continue to matter. ?

If you believe the playing field is level now, and that traditionally marginalized communities have arrived and are no longer affected by the yoke of bias, discrimination, and racism, you are mistaken. The US Bureau of Labor Statistics reports that only 5.9% of all chief executives in the US are Black with just four currently leading a Fortune 500 company. This is just one of many examples of how far we have come but, more importantly, how far we still must go. Alienation of underrepresented students and employees coupled with the lack of accountability for admissions officers, and organizational leaders is why we cringe at this decision.??

The full scope of the problematic horizon the SCOTUS decision will create is yet to be fully realized but we are immediately concerned about these three areas:?

Limited Competitive Educational Opportunities for Marginalized Groups:????

The issue of advantages or disadvantages really begins as early as Pre-K and continues through to the college/university level. US News. McKinsey. Parents from marginalized backgrounds have the same hopes and dreams for their children and desire for them to have the same opportunities as their counterparts. Due to demographics, socioeconomic status, geographic location, and other diversity factors, this is not always the case. Some may consider the option of private schools to ensure their children are able to get the best education to be competitive in college admissions processes, but if diversity and equity policies fade , their opportunities for admission, job placement, promotion and increased salaries will be limited. ?

Inclusion in the classroom is still an ongoing issue. An inclusive classroom creates an environment where all students feel intellectually, socially and academically supported, with a sense of belonging regardless of identity, race, and learning preferences, including multiple modalities of learning styles. If exclusive practices are not eradicated in K-12, we will stay stuck in a cycle of sub-par college preparation. ?

Similarly, the various DEI and student support offices help to create awareness for admissions personnel to ensure they are inclusive in their admissions practices by understanding cultural differences and experiences. As we see these DEI roles being eliminated, DEI training and implementation of a DEI strategy will also disappear increasing the effects of unconscious and conscious bias. We must really take into consideration how this will affect the demographic make up of our colleges and universities. ?

Decreased Diversity in the Talent Pool

Affirmative Action promotes equal opportunities for underrepresented groups to not be discriminated against or overlooked when they apply to universities and job positions. With the elimination of Affirmative Action, many students may not be considered or admitted into higher education programs which will affect the qualified diverse candidate pool employers will have to hire from. Most jobs with higher salaries require a college degree. Ending affirmative action in college admissions means that Black and Latinx students, especially, may be unable to meet some of the minimum requirements of these higher wage positions. Add to that the biases job candidates face in both higher education and in employment decisions, they will face even greater barriers to becoming a viable candidate in the talent pool. ?

Lack of Organizational Commitment to DEI?

A few years after the death of George Floyd, we have seen a decline in to organizations keeping their promise to ensure diversity, equity, and inclusion are at the forefront of their workplace culture initiatives. DEI roles increased by 55%, almost immediately after racial justice protests in 2020. DEI was all the buzz and "making the world a better place" for everyone was a priority. Now these same roles are being eliminated across the country on college campuses and beyond. What happened? Complacency, fatigue, and backlash have emerged with intensity over the last three years. ?

Additionally, our concern is that this ruling will allow unconcerned decision makers and those who have become lackadaisical to further excuse the inequity in higher education institutions and corporations. This new ruling reinforces the flawed mindset that race does not matter and that we do not need to see color. ?

From the classroom to the boardroom, we cannot afford to believe that a colorblind philosophy will work. ?

America has not truly dealt with its racial issues in the first place so we cannot disregard an unresolved and ongoing issue. America is not ready to disregard race in DEIB initiatives at any level or in any sector. ?

There are so many setbacks for racially minoritized people that we will forever need to be intentional to undo and prevent future inequity and a lack of inclusion. This latest affront on DEI is yet another battle steeped in ignorance and preservation of power and privilege. Refusing to truly review and accept the data and facts, while ignoring these issues will only make the lack of opportunities for people from diverse backgrounds worse.?

We need organizational leaders, now more than ever, to gain an in-depth understanding of how these new laws will affect the innovation and productivity of their business. Leaders cannot be na?ve in believing that these sweeping decisions won’t inhibit our long-term success. ?

?

?