There's a lot of misunderstanding about the state of DEI these days – to be clear, the U.S. Supreme Court did not make DEI unlawful in its 2023 decision on race-conscious college admissions. Rather, the Court concluded that “the [universities’] admissions programs did not comport with the guarantees of the Equal Protection Clause because:
The objectives were not “sufficiently focused” and cannot be measured
Race was used “in a negative manner”
Race was based on stereotypes
There was no end to using race as a consideration
Therefore, it remains lawful to utilize DEI programs, particularly in the workplace, to manage and mitigate risks for the following purposes:
Prohibiting discrimination
Fostering respect for the individual
Maintaining high morale among employees
Creating safe spaces for expressing concerns
Promoting fairness in policies and procedures
Encouraging work-life balance and mental wellness
Ensuring all stakeholders feel valued and welcomed
Messages (What It Is) and Methods (How It Is Achieved) both matter for sustaining the shelf life of DEI. At TULIP, we help organizations safeguard business outcomes by leveraging the power of business data through a 360-degree lens to assess and mitigate risks in the workplace including, but not limited to, risks related to DEI programs and initiatives. We also follow best practices and compliance standards to embed DEI programs in the operating model so they can be sustained as business as usual.
If you’re ready to take proactive action to fortify your DEI journey, contact TULIP today. You can reach by email at info@tulipadvisory.com or by phone at (678) 990-0910.