The Supreme Court’s June decision banning colleges and universities from considering race as a factor in admissions has raised concerns for employers over diversity, equity and inclusion (DE&I) initiatives in the workplace. Legal experts, though, said the ruling shouldn’t keep businesses from continuing efforts to support a diverse, equitable and inclusive workplace.
During a recent webinar, Taylor Dewberry and Kerry Shad, attorneys with Smith Anderson law firm, said there is no immediate or direct legal impact on private employers. Dewberry and Shad said employers can still commit to a culture of inclusion and should maintain their Equal Employment Opportunity (EEO) policies. Employers are not legally required to make any changes to DE&I, EEO or affirmative action policies if the organization’s practices comply with existing employment law.
Despite the reassurances, the attorneys note they are seeing legal challenges to some employer DE&I efforts and expect more to come.
The attorneys provided some “do’s and don’ts” for employers.