Employers may not see sweeping changes to voluntary and mandatory affirmative action in employment, which some observers forecast following the Supreme Court's recent ruling striking down affirmative action in higher education. Instead, diversity, equity and inclusion (DE&I) strategies may evolve as a result of the decision and shift to focus more on inclusion.
With the possibility of race-conscious considerations facing more legal challenges and greater legal scrutiny, private employers may adopt more comprehensive diversity strategies that address various dimensions of diversity beyond race, said Jimmy Robinson Jr., an attorney with Ogletree Deakins in Richmond, Va.
"They may focus on creating inclusive and equitable workplaces that promote diversity in multiple ways, including hiring practices, talent development programs, mentorship initiatives and fostering inclusive organizational cultures," he said. "By embracing a more inclusive approach, companies can cultivate a diverse workforce that goes beyond racial representation alone."
Demographics Shift in Higher Education Expected
The Supreme Court's decision, which involved race-conscious admissions policies at both Harvard College and the University of North Carolina (UNC), "paves the way for a shift in the demographics of all institutions," Robinson said. "At elite universities, this shift is likely to result in a student population that becomes increasingly dominated by white and Asian individuals, while...
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