What can companies actually expect to see as a result of SCOTUS’ recent rulings? And how can employers maintain their values and keep offering employees inclusive, equitable environments, all while mitigating the risk of lawsuits?

SCOTUS & The Future of Workplace DEIB

It’s the proverbial elephant in the room for companies that care about diversity, equity, inclusion, and belonging today: What is the future of workplace DEIB?

Finding the answer became all the more urgent following the U.S. Supreme Court’s recent bids to reverse progress. In June, SCOTUS’ Students for Fair Admissions v. Harvard (2023) decision banned affirmative action, effectively ending race-conscious college admissions. A day later, the court doubled down on its anti-DEIB agenda when it moved to restrict LGBTQIA+ protections with 303 Creative LLC v. Elenis (2023).

With rights and opportunities for many underrepresented groups on the line, now is the time for organizations to strengthen their DEIB efforts — not run from them. Unfortunately, rising fear and misinformation have left some employers at an internal crossroads as they consider perceived legal risk and the future of their DEIB initiatives.

What can companies actually expect to see as a result of SCOTUS’ recent rulings? And how can employers maintain their values and keep offering employees inclusive, equitable environments, all while mitigating the risk of lawsuits? That’s what we’ll explore in this timely, actionable guide.