Fabiola Cineas covers race and policy as a reporter for Vox. Before that, she was an editor and writer at Philadelphia magazine, where she covered business, tech, and the local economy.
Corporations have already scaled back the diversity, equity, and inclusion efforts they launched in 2020 amid an ultimately stunted racial reckoning. Now the question is whether the Supreme Court’s ban on race-conscious admissions will lead them to further rein in these programs to avoid potential legal challenges.
One thing is clear: The laws surrounding affirmative action in employment haven’t changed.
Federal contractors have been required to take affirmative action, steps to ensure applicants are treated fairly, since 1965 when President Lyndon Johnson signed Executive Order 11246. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination on the basis of race, color, religion, sex, and national origin.
Under the Equal Employment Opportunity Commission’s guidelines on voluntary affirmative action, employers are encouraged to take voluntary steps to “correct the effects of past discrimination and to prevent present and future discrimination” such as expanding their applicant pools to ensure a diverse body of applicants for any given position.
As the Equal Employment Opportunity Commission noted in a statement after the decision, the cases do not “address employer efforts to foster diverse and inclusive workforces or to engage the talents of all qualified workers,...
Sevindik Huseynov, a citizen of Azerbaijan, pleaded guilty in federal court today to three counts of health care fraud in connection with a $137 million scheme targeting Medicare Advantage Program...