While the Supreme Court’s ruling to end affirmative action is focused on admissions at colleges and universities, it has a direct and critical impact on the workplace.

As a result of this ruling, many colleges and universities will become less racially diverse beginning with next year’s admissions. This will not be universal, but it will be a significant change from today.

As a result, the pool of applicants you tap into for recruiting will likely be less racially diverse. This means you will have to be more intentional about sourcing, recruiting and hiring a racially diverse group of candidates into your entry level and grad school roles.

Here are several actions you can take:

• Establish policies regarding diverse slates of candidates for internships, entry level and new MBA grad roles

• Be vocal during campus recruiting and in social media about why diversity matters to your organization

• Partner with and/or sponsor student organizations that support minority students

• Build relationships and recruit at schools such as Historically Black Colleges and Universities (HBCUs) and Hispanic Serving Institutions (HSIs)

• Partner with industry organizations to establish scholarships and other supports to help attract and retain racial minority students

• Help build and bolster pipelines to higher education for underrepresented minority middle and high schools students through funding, apprenticeships, career days and more

For employers in states where DEI programs and offices have also been banned at public colleges and universities, here are additional steps you can take:

• Organize alumni and allies to advocate for DEI with school administrators

• Sponsor minority-focused programs

• Hire DEI staff who are now out of work as DEI advisors or employees

• Vote and reach out to state representatives to push back on anti-DEI legislation

The business case for racial diversity - and all of DEI - remains clear: companies in the top quartile for ethnic and cultural diversity are 36% more profitable than those in the bottom quartile.* This positively impacts every employee, investor, customer, and community touched by that organization.

You likely have employees who are feeling vulnerable or upset about the Supreme Court's decision and need support. Here is what you can do:

• Acknowledge the impact of this ruling

• Treat this situation with urgency and sensitivity

• Share what you know about how this will impact your organization

• Share what you do not yet know and commit to providing updates

• Reiterate your commitment to DEI

• Identify company and community support resources and how to access them

• Create spaces for employees to share their concerns and ask questions

DEI work is as important as ever - and the decision to focus on DEI is 100% controlled by your organization. The best and highest-performing workplaces have a diverse group of employees who are able to do their best work because they have a supportive and engaging environment with equitable access to opportunity. Staying steadfast in your commitment to DEI will ensure you achieve the best outcomes for your people and your business.

Need help determining how to achieve high-impact, measurable results with your DEI work?  Contact us here.

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