If you want to know why a transgender media influencer in a bubble bath appears in a Bud Light ad; why big companies shell out money for radical, Marxist charities like Black Lives Matter; or why de-facto racial hiring quotas exist under the euphemism of “diversity,” you need to know something about the business of “DEI.
The Supreme Court struck down affirmative action programs at Harvard University and the University of North Carolina Thursday, ruling that both institutions violated the 14th Amendment as well as federal civil rights law.As I reported weeks ago, C-suite lawyers were closely monitoring a case before SCOTUS on whether race could be used in college admissions.
The Supremes ruled on admission policies at Harvard and the University of North Carolina, specifically.Sorry, my sources who advise corporations on governance issues say the Supremes actually did rule on DEI since corporate DEI is based on some of the same noxious and now unconstitutional premises that colleges have used to justify race-based admissions.
Race wasn’t really a so-called “plus” factor in deciding admission that past court precedents mandated. The university racial bean counters actually used their race against them — a “minus” factor — to achieve their diversity goals.put it this way: “Eliminating racial discrimination means eliminating all of it. . . . The student must be treated based on his or her experiences as an individual — not on the basis of race. Many universities have for too long done just the opposite.”
Title VII of the Civil Rights Act specifically involves employment for companies with more than 15 employees.Title VII is virtually indistinguishable from Title VI, they say.
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