In challenging the admissions policies, SFFA requests that SCOTUS overrule Grutter v. In both cases, SFFA-a non-profit group opposed to racial preferences in college admissions-alleged that Harvard and UNC violated Title VI of the Civil Rights Act of 1964 by, among other things, intentionally discriminating against Asian-American applicants, employing “racial balancing,” failing to use race as a mere “plus factor” in decisions, and failing to utilize race-neutral alternatives. (SFFA) brought two lawsuits against Harvard and UNC. In 2014, Students for Fair Admissions, Inc.
While the legal framework for affirmative action programs and diversity, equity, & inclusion (DEI) initiatives differ across academic and employment contexts, these high-profile decisions are bound to have implications for private employers and federal contractors. On October 31, 2022, the Supreme Court of the United States (SCOTUS) heard oral arguments for two controversial affirmative action cases against Harvard University and the University of North Carolina (UNC). If the Court invalidates the colleges’ admissions programs, private employers and federal contractors may need to re-evaluate their voluntary DEI measures.During oral arguments, Justice Elena Kagan raised the issue of whether employers may consider the benefits of diversity when making hiring decisions.Supreme Court heard two cases that will determine the legality of affirmative action in college admissions decisions. Littler Inclusion, Equity and Diversity Playbook.Littler Investigation Toolkit for Employers.We’re ready for your tomorrow – because we’re built for it.Global Workplace Transformation Initiative.General Data Protection Regulation (GDPR).
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