The recent U.S. Supreme Court decision banning affirmative action, specifically race-conscious admissions in colleges and universities, may not directly impact U.S. workplaces, but there’s no question that corporate America needs to consider the effect this — and potential future judicial rulings and state legislation — will have on their DEI practices.
At a minimum, any changes we see in student body composition at institutions of higher education will also affect hiring pipelines. For example, when the University of California’s system eliminated affirmative…
