Affirmative Action

Affirmative Action: Changes and a Way Forward.

Affirmative Action in 2023

Affirmative action continues to be a topic of debate and legal challenge, with several supreme court rulings shaping its implementation. This legislation will continue to be a crucial tool in promoting diversity and inclusivity in organizations and institutions. Affirmative action is defined by proactive programs and strategies designed to provide opportunities for women, people of color, and other marginalized groups in employment, education, and business. These programs and strategies aim to address the effects of past discriminatory practices and promote diversity and equal opportunity. Historically and more recently, racial bias and discrimination in institutions of higher education have come under scrutiny in the courts and have led to important legal decisions that have shaped the way affirmative action is implemented. The supreme court ruling stated that colleges and universities could consider race as a factor in their admissions process, if not the sole determining factor. This decision marked a significant shift in the understanding of affirmative action, as it affirmed the continued need for diversity and recognized that race can be one factor among many in creating a diverse and inclusive educational environment. It is important to recognize the potential benefits of affirmative action in reducing inequality and promoting diversity. Colleges and universities have embraced the importance of diversity in their admissions processes, recognizing that a diverse student body enhances the educational experience for all students.

The Way Forward for Organizations/Companies/Institutions

In moving forward with affirmative action in 2023 and beyond, it is crucial to continue educating the public about its true purpose and dispel misconceptions that surround it. It is essential to emphasize that affirmative action looks to level the playing field and promote equal opportunities for underrepresented groups, rather than giving preferential treatment. To achieve the goals of affirmative action in 2023, organizations and institutions should also focus on implementing diversity programs designed to drive inclusion. These programs may include hosting employee networking events, developing mentorship initiatives, and providing diversity training to cultivate appropriate antidiscrimination behaviors. Additionally, organizations should incorporate diversity metrics to measure the effectiveness of their diversity programs and ensure that promotion and hiring levels of minorities and traditionally underrepresented groups are increased. Implementing these initiatives strategically and accounting for local demographic and logistical considerations is essential. By taking a proactive approach to affirmative action and considering the unique needs of their respective communities, organizations can create meaningful opportunities for individuals from diverse backgrounds. In summary, affirmative action in 2023 should shift its focus to implementing strategies such as quotas for women in top positions, dedicated sponsorship programs, and social policies. Through these changes, it is hoped that affirmative action can better serve its purpose of promoting inclusivity and equal opportunities for all.

At Diverse Talent LLC, it is necessary for us to continue to collaborate with various stakeholders, including businesses, community organizations, and policymakers, to develop comprehensive strategies that promote diversity and equal opportunity. And we will continue advocating for policies that support affirmative action at both the state and federal levels. By working together and committing to creating a more inclusive society, we can ensure that affirmative action continues to play a vital role in addressing historical inequalities and promoting a more just and equitable society/business environment.

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Mid-Year Business Update

By Greer Campbell • 04 Sep, 2024

The job market, quiet quitting, uprise of the digital age, and the decline of DEI? The professional world moves quickly, and it’s easy to get lost in the conundrum of new news. Here is your mid-year update. AI is Updating…Surprise Surprise Generative AI is updating their experience from transactional to a more personal approach. Individuals use of the internet will change, implementing 2-way conversation and solution focused models allowing users to get a more catered response. These updates will grant users a deeper understanding, and companies a more “human-like” vision of the brand. The New Future of Planning The concept of tradition has been molded, shifted, and completely torn apart in the past decade. Most of these shifts are seen as positive, yet some pose greater challenges than not. The rise of cost of living and cost of consummation has individuals adjusting their priorities. The global pandemic also threw a wrench in the ways of planning, pushing organizations to shift focus on fluidity and flexibility to ensure retention and growth. The Not So Quiet Quitting Quiet Quitting is a term that has been frequently thrown around since the pandemic. Commonly coined by social media, the act of quiet quitting refers to an employee doing the minimum requirements of their job, lacking effort, creativity, and excitement. According to a Gallup survey of workers taken in June 2022, quiet quitters make up at least 50% of the U.S. workforce. This act can be avoided by managers and organizations through regular check ins, employee surveys, and attention to creating a work-life balance. Technology in 2024: Helpful or Overwhelming? Tech advances are happening so rapidly, many feel that it’s become almost impossible to keep up. The advancement of technology is meant to make life easier, however some feel it’s doing the opposite. In addition to user error, technology is also playing a major part in mental health deterioration and wellbeing. The battle for attention, the pull of creativity, and most importantly – the brain rot. Are we letting this go too far?

Interview Questions Your Team Should Avoid

By Greer Campbell • 04 Mar, 2024

Growing your organization requires the right team. Hiring the right team requires the right approach. Vetting and getting to know potential hires is key to building an effective culture. Interviewing candidates is your first chance to understanding applicants, their skill sets, their professional goals, and more. But just as you are vetting applicants, they are vetting you. The interview process allows applicants to gain a better understanding of your organization’s goals, culture, and needs. Setting the right example and perspective on your company begins with your interviews. One wrong or controversial question, and that could break a potential beneficial business relationship. See below for examples of questions to avoid asking candidates in interviews, and why. Are you planning to start a family soon/Are you planning to expand your family soon? While this seems like an obvious conflict, many companies are still asking this to potential employers. This makes the applicant feel like that would make or break their candidacy. Mothers and fathers in business want to feel support from their employer, an unspoken sense of support. Starting a family or having a family does not dictate a candidate’s professional abilities, therefore there is no reason to ask. What are your religious, political, and sexual stances? Again, these are personal attributes that do not affect a candidate’s ability to perform professionally, therefore can be seen as inappropriate and reason for termination of consideration for candidacy. Where are you originally from? While on the surface this may seem like an innocent question, it is illegal under Title VII of the Civil Rights Act of 1964 making it illegal to discriminate against someone on the basis of national origin. If you ask, you could be accused of discriminating against them. You can, however, ask if the candidate will be able to report to the position location required by the job opening. How old are you? It is illegal to ask someone’s age, you are only allowed to confirm the candidate is of legal age to work full time, being 18 years old. What salary did you make at your previous role? Many states have implemented a salary transparency law, enforcing job postings and descriptions must portray the salary range for the position. Even if your state does not have this law, it is safe to avoid asking a person’s salary history. Instead, share the salary range and confirm the candidate’s expectations are within the range. As the market continues to be competitive and ever changing, engaging a 3 rd party service like Diverse Talent can greatly benefit in finding your organization’s right fit based on our industry expertise.

Affirmative Action