The Supreme Court Abolished Affirmative Action; Here's What Black Leaders Need to Stop Doing

It’s an experience that many Black professionals have, particularly in corporate and academic spaces - experiencing anti-Blackness from another, often more senior, Black leader. This happens because, unfortunately, some Black leaders relish being the first and only at the table, inadvertently becoming barriers to creating inclusive policies and equitable outcomes. It’s also a topic that’s too often left out of the anti-racism conversation. Black leaders in power can sometimes be the most significant barriers to creating more inclusive policies and equitable outcomes for all. 

This fact hit the national stage as the Supreme Court struck down college affirmative action programs. Justice Clarence Thomas, the only Black man on the Supreme Court, has been one of the most prominent critics of affirmative action for 30 years despite benefiting from an affirmative action program to get his law degree from Yale and even being appointed by Former President Reagan to head the EEOC.

This landmark decision reverses acknowledging race in the admissions process, prioritizes people’s sentiments about race over the systemic facts of race-based inequities in higher education, and will present a flurry of challenges for predominately white colleges and universities to work towards inclusive classrooms of students. These are critical topics, and many resources are available addressing these issues linked below. In this article, we explore these vital aspects of affirmative action, how it differs from DEI, and call upon Black leaders to embrace their responsibility and propel the journey towards a more inclusive and equitable future. Black leaders with seats at decision-making tables play a critical in advancing the efforts that helped them secure those first, few, and sometimes only seats.

The History of Affirmative Action

The history of affirmative action in the United States is complex, and it has had a long-lasting impact on how some Black people in power view diversity, equity, and inclusion (DEI). The history of affirmative action dates back to the 1960s, emerging as a response to deeply entrenched racial and social inequalities that persisted despite advances in civil rights. Implemented in the 1960s, affirmative action aimed to dismantle systemic barriers and create opportunities for historically marginalized groups. It sought to level the playing field by considering race, gender, and other factors in the admission and employment processes, allowing underrepresented individuals to access previously denied opportunities.

It’s important to note that while affirmative action was implemented to combat discrimination against Black Americans, it has since been used to create opportunities for people from a wide range of backgrounds, including white women, people of color, and those with disabilities. While the policy has faced criticism and legal challenges, it undeniably opened doors for countless individuals who shattered barriers and blazed trails in various fields. From politics to academia, corporate boardrooms to the arts, Black leaders have emerged as trailblazers, securing significant "firsts" and "onlys" in their respective domains.

The Responsibility Black Leaders Have to Add Seats to the Table

Many leaders inadvertently become gatekeepers when they adopt a fixed, scarcity mindset around the amount of “space” at the top. A fixed mindset is characterized by resistance to change, rigid adherence to tokenism, and a reluctance to challenge established norms. Do you know what’s worse than not having a Black leader at the decision-making table? Having a Black leader that is silent in the face of discrimination or actively promoting racial bias and leveraging their power to do it. By succumbing to a fixed mindset, Black leaders risk hindering progress and stifling the very DEI efforts that paved the way for our success.

Black leaders need to foster a growth mindset that embraces the belief that there is room for more Black leaders, welcomes diverse perspectives, and recognizes the ever-evolving nature of society. By embracing a growth mindset, leaders can drive innovation, inspire transformation, and propel the DEI journey forward. A litmus test for Black leaders at decision-making tables is to self-assess how they are making space for more racially diverse leaders to have a seat. Who are you bringing to the table with you? I don’t mean stopping at mentoring down. I mean sponsoring up - and even advocating for other Black leaders to be in roles more senior than you’re in.

As Black leaders, it is our responsibility to honor the legacy of affirmative action and the progress it has facilitated. We must not become complacent with the status quo sprinkling of representation in supportive roles but instead take on the mantle of responsibility to nurture DEI efforts and drive Black leadership representation at every level of the business. By embracing DEI beyond tokenism, fostering a growth mindset, and actively challenging systemic barriers, we can pave the way for future generations.

Prioritizing HBCUs in Every Way

Imagine a future generation that prioritizes HBCUs as the best colleges and universities to attend. One of the many thoughts that keeps resurfacing in the wake of this ruling is "What if we made our HBCUs ivy league? What if Black and brown graduates of predominately white institutions invested in HBCUs with our corporate checks? Imagine the programs, resources, athletics, and wielding of economic power to demand policy change that would happen." Now is the time for Black leaders and corporations with embedded DEI priorities to invest in HBCU students and develop a pipeline and organizational culture to recruit and retain these students.

With the data on the impact of affirmative action on college admissions and the workforce from the 1960s and persistent present-day gaps to reach parity on college admissions, retention, workforce representation, and leadership, it is clear that bold action will be required to reach the commitments many corporations made in 2020.

Here is an Overview of the Impact of affirmative action on Colleges/universities and the Workforce

College Representation & Retention

Representation and Enrollment Rates:

• In the 1960s, before the implementation of affirmative action policies, Black students comprised only a small percentage of college enrollments, typically less than 5%. According to data from the National Center for Education Statistics, the enrollment of Black students in degree-granting institutions is 2019 was 14.7%.

Graduation and Retention Rates:

• Over the years, there has been progress in improving graduation and retention rates for underrepresented minority students. However, significant disparities still exist. In 2019, graduation rates for Black students were generally lower than those for White students, indicating ongoing challenges in achieving equal educational outcomes.

Workforce Representation

Overall Workforce Diversity:

• In the 1960s, before affirmative action, the representation of Black individuals in the workforce was essentially non-existent. According to the U.S. Bureau of Labor Statistics, in 2020, 21.9% of employed individuals identified as Black or African American, highlighting increased representation compared to previous decades.

Leadership Positions and Advancement:

• Throughout the 1960s to the 2000s, the representation of Black individuals in leadership positions remained relatively low.
• A Center for Talent Innovation study found that Black professionals held only 3.2% of executive or senior-level management positions in 2020, indicating ongoing challenges in achieving equitable representation at leadership levels. Black individuals continued to face barriers in accessing and advancing into leadership roles.

Wage Gap

• Despite the introduction of affirmative action, wage disparities persisted during this period. Data from the U.S. Census Bureau's Current Population Survey reveals persistent wage disparities. In 2020, Black workers earned approximately 78 cents for every dollar earned by White workers, indicating a wage gap that needs to be addressed.

How Affirmative Action Evolved to Diversity, Equity, Inclusion (DEI)

It is crucial to recognize that today’s DEI strategies extend beyond the principles of affirmative action. While affirmative action seeks to redress historical injustices by addressing representation, DEI takes a more holistic approach. DEI focuses on cultivating an inclusive culture, fostering belonging, inclusive product design and marketing to reach new markets, and dismantling barriers that impede the full participation and advancement of individuals from diverse backgrounds. At Career Thrivers, we provide a Historical Assessment of Sustainable DEI Strategies Workshop that tracks the history of diversity, equity & inclusion work. You can see an image of the evolution below. Although DEI has been part of the organizational development of corporations for over 60 years in the United States, you don’t have to look far to assess the impact. When you look at the leadership levels across your organization - from mid-level management to executive, C-Suite leadership - do you see leaders representing the communities and customers you serve?

For leaders today that are unpacking how the Supreme Court ruling will impact your organization, here are some important considerations to keep in mind:

• Black talent pipeline - Now is the time to double down on your investment in the complete talent pipeline for Black talent from where you recruit to how you retain and advance these leaders.
• Retaining Black talent - While yes it is important to measure the demographics of the talent that you attract and recruit into your organization, retention is just as important. How does the turnover of Black talent at your organization compare to all turnover? 
• Advancing Black talent - It’s critical to provied tailored and culturally relevant leadership development programs, resources and tools to develop and advance Black leaders inside your organization.
• Black Leaders Without DEI Titles - Assess the representation of Black leadership at your company. If the most senior Black leaders are concentrated in DEI roles, there’s an opportunity to prioritize inclusion within the business.
• Investing in HBCUs - This is your opportunity to invest long-term in Historically Black Colleges & Universities. Setting up a career fair at an HBCU and sharing your job postings with their career support team isn’t a recruitment strategy. Be intentional about sustainable partnerships to invest in the growth and skill development of Black students at HBCUs through financial partnership, joint programs, employee mentoring, community service, and more.

It is incumbent upon us as Black leaders to leverage our positions of influence to drive change, amplify marginalized voices, and challenge the status quo. Black leaders have a responsibility to honor the legacy of affirmative action by actively fostering DEI and propelling Black leadership representation at every level. By embracing a growth mindset, challenging systemic barriers, and advocating for inclusive practices, Black leaders can create a more equitable future. Let us reject the hypocrisy exemplified by individuals who use affirmative action to reach positions of power only to undermine the very ladder on which they climbed. Instead, let us uphold justice, democracy, and inclusive leadership as we work towards a society where every individual has equal opportunities to thrive.

Resources:

A Retrospective View of Corporate Diversity Training From 1964 to the Present

Repeal of Affirmative Action Is Only the Beginning

Race in the Workplace: The Black Experience in the US private sector

Career Thrivers - Advancing Black Professionals Accelerator