The Coordinated Attack on Civil Rights: A Wake-Up Call for DEI Practitioners and Business Leaders
As a DEI professional, the recent developments in the fight for diversity, equity, and inclusion have left me deeply concerned about the direction we are heading. In a Fortune Magazine article published on July 24, written by Alphonso David, the alarming reality of a coordinated attack on the Civil Rights Act of 1964 is brought to light, presenting significant implications for both DEI practitioners and business leaders.
In the article, David highlights how thirteen Republican attorneys general have sent a letter to Fortune 100 CEOs, warning them against considering race in their employment and contracting practices. While the letter appears to be in response to a recent Supreme Court case banning affirmative action in higher education, the true intent behind their threats goes far beyond that. The attorneys general aim to undermine and weaken all provisions of the Civil Rights Act of 1964, which is a critical legislation that prohibits discrimination based on race, color, religion, sex, and national origin.
The attorneys general’s argument that the recent Supreme Court case has rendered “explicit racial quotas” illegal is misleading. Racial quotas have been prohibited under the Civil Rights Act since the landmark Supreme Court case of Regents of University of California v. Bakke in 1978. This attempt to ignore settled law and misrepresent the intention of the Civil Rights Act is a clear indicator of the true motives behind their actions.
The implications of this coordinated attack are significant for both short-term and long-term perspectives. In the short term, the letter aims to create a chilling effect on corporate diversity initiatives, as recent controversies involving companies like Disney and Anheuser-Busch have made employers wary of attracting the attention of right-wing ideologues. The goal is to instill fear among employers, forcing them to dismantle their diversity, equity, and inclusion programs to avoid potential lawsuits.
However, the long-term impact is even more concerning. The attorneys general’s intentions suggest a dangerous shift in the understanding of racial discrimination, challenging the very foundation of the Civil Rights Act. They imply that our current society is so different from 1964 that the Act’s definition of discrimination needs to change. This misguided perspective disregards the persisting racial disparities in wealth, wages, promotions, and various aspects of American life, making it clear that we are far from living in a race-neutral environment.
This coordinated attack on civil rights is just another example of the concept of “Reversity,” where efforts are made to reverse or rollback diversity and inclusion progress. As DEI practitioners and business leaders, we cannot afford to ignore this threat. It is not merely a political game; it poses a real risk to the progress we have made towards a more inclusive society.
To mitigate this growing challenge, we must take proactive actions:
Educate and Raise Awareness
Spread awareness about the implications of the coordinated attack on civil rights. Educate employees, stakeholders, and the public about the potential consequences of weakening diversity initiatives.
Advocate for Legal Protections
Support and advocate for legislation that upholds and strengthens civil rights protections. Collaborate with legal experts and civil rights organizations to protect the gains made by the Civil Rights Act.
Strengthen Corporate Commitment
Business leaders must reaffirm their commitment to diversity, equity, and inclusion. Resist the pressure to dismantle diversity programs and maintain a steadfast focus on building inclusive workplaces.
Engage in Public Discourse
Use our platforms to engage in public discourse and speak out against attempts to weaken civil rights protections. Advocate for a society that values diversity and rejects any attempts to reverse the progress we have made.
Collaborate and Unite
Form alliances with other DEI practitioners, organizations, and allies to strengthen our collective voice. Together, we can make a greater impact and ensure that diversity and inclusion remain at the forefront of the business and societal agenda.
As DEI professionals and business leaders, we must confront this challenge head-on, stand up for the values we believe in, and protect the progress we have made. The coordinated attack on civil rights demands our unwavering dedication and collective action to ensure a future that is fair, just, and inclusive for all.
Effenus Henderson
