During the webinar, our host, Kike Oniwinde Agoro, Founder, and CEO of BYP Network, led an informative discussion focused on helping organizations understand how this decision will affect them. Kike was joined by Aleta Howell, Director of Join & Connect - DEI Talent Strategy for Cisco Systems, and John Paschal, Business Coach with the Urban League of Greater Atlanta. Their discussion also included methods to diversify recruitment processes, such as targeting HBCUs and high schools.

In this article, we’ll recap some of the discussion and dive into what we can do to continue advocating for diversity in academic and professional settings.

Understanding Affirmative Action

Affirmative action is a policy that aims to address historical inequalities and promote diversity by giving preferential treatment to individuals from underrepresented groups, such as racial and ethnic minorities, women, and individuals with disabilities. Aleta likened the process to "being purposeful and deliberate" about creating opportunities for individuals of the affected groups who have historically faced discrimination and barriers in accessing higher education institutions such as historically white colleges and universities.

Why was it Overturned and What does this Mean for us?

Since 1978, the Supreme Court has enabled colleges and universities to evaluate applicants' race. That verdict was consistently maintained by the court's conservative majority until the present judgment. Edward Blum led the charge in two separate cases placed before the court, he stated that:

"My great hope is that the opinion that comes out of these two Supreme Court cases provides the United States with a legal doctrine that can be applied concerning employment, fellowships, scholarships, voting, and contracting issues and that this Doctrine will be the beginning of the restoration of the great color blind Covenant that has held together this country through very difficult periods of History."

In response, Aleta brought a multi-faceted perspective, drawing from her experiences in both attending and working in higher education. She challenged the assumption that individuals from marginalised groups achieve success through favouritism, emphasising the hard work and dedication that often lead to their accomplishments. Aleta extended her analysis beyond education, seeing the issue as a power struggle. She highlighted the interconnectedness of education, job opportunities, and the criminal justice system, arguing that limiting access to education can perpetuate cycles of disadvantage. This approach sustains the status quo of those in power and undermines the potential impact of marginalised populations.

"Limiting education is a strategy that goes beyond the confines of academia. It's about power and control. By limiting access to education, you restrict job opportunities, fuel the penal system, and ultimately maintain a status quo that favours those in power. This is a broader agenda with profound implications."

John's perspective on being "colorblind" delved into the complexities of recognising discrimination in the United States. He sheds light on the misconception that justice is impartial and underscores how individuals unaffected by discrimination might fail to understand the need for affirmative action. John's insights highlighted the importance of education and empathy to bridge the gap between different experiences and perspectives, ultimately working toward a more inclusive society.

What Can We Do Now?

Moving forward after the recent affirmative action decision requires proactive steps toward finding diverse talent and fostering a culture of inclusion. Emphasising talent discovery through diverse recruiting strategies and broadening applicant pools is crucial. HBCUs have their place in providing education and cultural legacy, but education should offer diverse options. Organisations must proactively recruit diverse talent, and training for hiring managers is vital in creating an inclusive environment.

Resistance to diversity efforts can be addressed by focusing on finding ways to effect change within organisations. Empowerment and change also extend beyond organisational efforts, with an emphasis on local-level voting and the significance of voting for diversity, equity, and inclusion.

Finally, legacy admissions and recruitment strategies must widen the net, investing in resources for growth, partnering with organisations like the NAACP, and leveraging platforms for recruiting diverse talent. Change is challenging, but persistence, dedication, and a focus on creating environments where everyone can make a difference are key.

In a world where diversity and inclusion are crucial for progress, the BYP Network provides a much-needed avenue for building diversity in all areas of America. Through their mission of advancing Black talent and supporting organisations in attracting, retaining, and engaging Black talent, they are bridging the gap and paving the way for a brighter future. With their easily accessible website and email, and the opportunity to connect with inspiring speakers on LinkedIn, the BYP Network is the perfect place to start your journey towards building a more diverse and inclusive society.