By the end of its June term, the U.S. Supreme Court is widely expected to ban or further roll back affirmative action and the ability to consider race in college admissions.
Its rulings would directly affect public and private institutions of higher education and could overturn 45 years of Court precedent.
The Court’s decisions could also potentially reach broadly into the business world, affecting talent recruitment pipelines and a range of corporate diversity efforts and commitments.
Now is the time to prepare your communications plan.
First, consider these three questions:
Do we speak?
Who do we address?
What are the right mechanics?
If you do decide to speak:
Prepare communications materials now and ensure internal approval processes are in place.
Reaffirm your values and commitment to diversity — but assess the potential longer-term impact and avoid locking yourself into positions or promises you may regret later.
Do not contradict prior statements or positions on affirmative action or DEI.
Consider how you will follow your words with actions — and how your words will be perceived in comparison to your actions.
Anticipate and account for diverse views and impacts of the decision and its after-effects among your stakeholders.
Provide a consistent message to all audiences.