{"id":29439,"date":"2023-06-30T00:34:35","date_gmt":"2023-06-30T04:34:35","guid":{"rendered":"https:\/\/ifintechworld.com\/news\/the-supreme-courts-affirmative-action-ruling-will-have-other-impacts\/"},"modified":"2023-06-30T00:34:36","modified_gmt":"2023-06-30T04:34:36","slug":"the-supreme-courts-affirmative-action-ruling-will-have-other-impacts","status":"publish","type":"post","link":"https:\/\/ifintechworld.com\/?p=29439","title":{"rendered":"The Supreme Court\u2019s Affirmative Action Ruling Will Have Other Impacts"},"content":{"rendered":"
\n

The Supreme Court\u2019s decision in Students for Fair Admissions, Inc. v. President and Fellows of Harvard College \u2014 the affirmative action ruling released on Thursday \u2014 will have significant impact on education and then other areas. Here are some of the implications according to a number of attorneys who spoke with me today.<\/p>\n

Schools Face Big Changes<\/strong><\/p>\n

\u201cThese decisions today are going to dramatically change how most higher education institutions and a lot of K-through-12 school districts go about their admissions process and a lot of other diversity programs,\u201d says Rob Duston, a partner in the higher education and labor and employment groups at law firm Saul Ewing.<\/p>\n

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Both Harvard and the University of North Carolina \u201cemploy a highly selective admissions process to make their decisions,\u201d said background material listed before the opinion written by Chief Justice John Roberts. Both the schools considered race in their decisions.<\/p>\n

But not anymore.<\/p>\n

\u201cHarvard\u2019s and UNC\u2019s admissions programs violate the Equal Protection Clause of the Fourteenth Amendment\u201d as well as requirements of Title VI of the Civil Rights Act of 1964, said the Roberts opinion. Affirmative action as it has existed in school admissions is over.<\/p>\n

\u201cYou can\u2019t credit everyone who self-identifies as black as someone who has overcome diversity,\u201d Duston says. \u201c[Race] must be something the student raises and demonstrates. Somehow, when you\u2019re looking at the whole person, you can look at their whole experience, but you can\u2019t give a plus up just by their skin color.\u201d<\/p>\n

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Tracking students by race isn\u2019t illegal, \u201cbut tracking may be evidence that you want to select based on race,\u201d explains Duston. The opinion went ever further, though. \u201cThe Supreme Court said it was skeptical not only about the tracking. They were skeptical about the actual categories themselves and the ways of subdividing people, all of which have been used by the federal government, numerous agencies, numerous state agencies.\u201d That may set off a flurry of legal activity in many areas.<\/p>\n

There could also well be the impact that California\u2019s Proposition 209 in 1996, which ended affirmative action in the state, had. \u201cBerkeley and UCLA, the most selective public universities in the state, saw a declines in Black and Hispanic enrollment of about 40% immediately the year after the Proposition was implemented,\u201d Zachary Bleemer, an incoming assistant professor of economics at Princeton University, told NPR.<\/p>\n

Businesses May Be Okay<\/strong><\/p>\n

Many news stories have mentioned potential problems for businesses and diversity, equity, and inclusion (DEI) programs, but they \u201cfail to mention is that race conscious actions in business are already severely limited,\u201d as Kathryn Youker, director of the Economic Justice Project of the Lawyers’ Committee for Civil Rights Under Law, says.<\/p>\n

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The part of the Civil Rights Act of 1964 that pertains to business, Title VII, is far stricter than Title VI. \u201cEmployers have an affirmative duty to avoid practices that have negative impact on any covered group,\u201d she adds. That includes hiring practices. The difference is that corporate DEI programs don\u2019t typically include decision making, even though many people assume that race is used as part of the hiring choice.<\/p>\n

\u201cThey can consider race, they can be conscious of race, they can design programs to achieve the goals of DEIA, up until the point they made employment decisions,\u201d Youker says.<\/p>\n

But an indirect impact can also have consequences. Alyesha Dotson, co-chair of the EEO and diversity practice group at labor and employment law firm Littler, points to the dissent by Associate Justice Elena Kagan. \u201cHer concern was if we do away with race as a factor for the election of students, what does that mean for our long-term talent pipeline,\u201d says Dotson. It might be that in some industries there won\u2019t be as diverse a pool of candidates \u201cand employers 20 years down the line may not have as diverse a set of candidates.\u201d<\/p>\n

\u201cIn the short term, employers can get creative with their diversity, equity, and inclusion program might consider a mentorship for middle school and high school students,\u201d Dotson says. Will that be enough to restore a move toward fairer and more inclusive industries? No way to know.<\/p>\n

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And Expect Challenges<\/strong><\/p>\n

\u201cOne indirect impact is we\u2019re probably going to see increased challenges to workplace DEI and affirmative action programs,\u201d says Andrew Turnbull, a partner in the employment and labor group at Morrison & Foerster. When people hear that the Supreme Court addressed affirmative action, there will be some to assume that education and employment are identical and \u201cmay say, \u2018Why is my employer doing this?\u2019 I think you\u2019ll see an increase in reverse discrimination cases.\u201d<\/p>\n

\u201cThere is language in the decision the court used that will likely be used by groups out here that are trying to remove or significantly diminish DEI programs,\u201d adds Michelle Crockett, partner and firm\u2019s deputy CEO and chief diversity officer at law firm Miller Canfield.<\/p>\n

\u201cWe all know how this is going to go because we have examples of what has happened in jurisdictions where anti-affirmative actions have happened,\u201d Crockett says, referring to the Proposition 209 effects. \u201cThat chilling effect that it may have on corporations moving forward with their DEI actions is real.\u201d<\/p>\n

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Read the full article here<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

The Supreme Court\u2019s decision in Students for Fair Admissions, Inc. v. President and Fellows of Harvard College \u2014 the affirmative action ruling released on Thursday \u2014 will have significant impact on education and then other areas. Here are some of the implications according to a number of attorneys who spoke with me today. Schools Face […]<\/p>\n","protected":false},"author":1,"featured_media":29440,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[236],"tags":[83],"class_list":["post-29439","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news","tag-featured"],"yoast_head":"\nThe Supreme Court\u2019s Affirmative Action Ruling Will Have Other Impacts | iFintechWorld<\/title>\n<meta name=\"description\" content=\"The Supreme Court\u2019s decision in Students for Fair Admissions, Inc. v. 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