The Republicans take issue with ABA's Standard 206, which they say requires law schools to emphasize race-based admissions and hiring processes.

Widespread global uncertainty in the form of the COVID-19 pandemic, ongoing wars, social uprisings, and rising inflation have led individuals to feel less of a sense of personal control. New research finds that this lack of control can drive employees to seek similarity in coworkers, forming homogenous teams that stifle diversity and innovation. Research involving over 90,000 participants across multiple studies revealed that individuals with reduced control gravitate toward those similar in race, religion, or values, reinforcing predictability but fostering segregation and limiting collaboration. Leaders can mitigate this effect by taking the following steps: 1) Foster psychological safety, 2) establish predictable work routines, 3) encourage cross-functional teams, 4) develop responsive feedback systems, and 5) cultivate individual autonomy.

We’ve documented actions taken on dozens of campuses to alter or eliminate jobs, offices, hiring practices, and programs amid mounting political pressure to end identity-conscious recruitment and retention of minority staff and students.

On Saturdays in late ’90s, my father, a taxi driver, would pool his tips for the week and take me, a child too precocious for his own good, to a local bookstore in search of my next read. Together,…

"The U.S. Chamber of Commerce urged President Trump to withdraw his executive order that extended his administration's ban on race- and sex-based discrimination training to include federal contractors."

"In September 2020, President Trump issued an executive order excluding from federal contracts any diversity and inclusion training interpreted as containing Divisive Concepts, Race or Sex Stereotyping, and Race or Sex Scapegoating."