The Department of Defense has dismantled a Diversity, Equity, and Inclusion (DEI) career pipeline after a landmark Supreme Court ruling.
The Daily Wire reported that the 2023 decision in the case of Students for Fair Admissions v. Harvard led the Pentagon and its affiliates to revise their policies, which previously incorporated race and gender considerations in hiring practices.
The ruling, which overturned affirmative action policies, compelled several institutions, including the University of Missouri-Kansas City, to alter their program criteria. These changes align with the new legal framework, abandoning race and sex-based selection processes.
The Defense Department and its partners were forced to revise or abandon DEI-driven programs after the Supreme Court declared affirmative action unconstitutional in June 2023.
The Supreme Court's decision marked a significant turning point for affirmative action and DEI initiatives across the United States.
In the case of Students for Fair Admissions v. Harvard, the Court ruled that race-based affirmative action policies in college admissions were unlawful, a decision that reverberated through various sectors, including the military.
As a result, the Department of Defense, which had previously awarded nearly $760,000 in taxpayer funds to the University of Missouri-Kansas City for a DEI career pipeline, was forced to revise its program criteria. The original intent of the program was to create opportunities for underserved and underrepresented groups, often at the expense of white and male candidates.
Following the ruling, the university updated its internship criteria to eliminate race and sex-based requirements. The new criteria now focus on more neutral factors such as academic standing, specific coursework, and full-time student status, ensuring compliance with the Supreme Court's decision.
The dismantling of the DEI career pipeline was not an isolated incident. Other aspects of the Pentagon's DEI agenda also came under scrutiny.
For instance, RAND Corporation, a think tank that received funds to advise the Pentagon on DEI policy implementation, had emphasized the importance of mitigating resistance to such policies. The organization highlighted growing "resistance to DE&I" and the rise of what it described as "discriminatory and xenophobic expressions."
The Pentagon's DEI efforts were further bolstered by contracts aimed at institutionalizing these initiatives. One such contract, valued at $2 million, was awarded for the creation of a “DEI Action Plan,” while another $202,000 was allocated to Cornell University for DEI training. These contracts have now come under greater scrutiny in light of the Supreme Court's ruling.
The Biden-Harris administration had been a strong advocate for DEI policies, requesting nearly $270 million in taxpayer funds for the DEI agenda between 2022 and 2024. This agenda was supported by multiple executive orders from President Joe Biden, which aimed to institutionalize DEI initiatives and support gender transition efforts among government employees.
The future of the federal government's DEI agenda is now uncertain. The outcomes of the November election could play a pivotal role in determining the direction of these initiatives. Former President Donald Trump, who has been a vocal critic of DEI policies, has pledged to dismantle such programs if he is reelected.
The implications of the Supreme Court's ruling extend beyond the Pentagon and its immediate affiliates. Institutions across the country are now grappling with the need to revise or abandon DEI-driven programs that may no longer comply with the law. The University of Missouri-Kansas City, for example, had to swiftly revise its internship criteria to avoid legal challenges.
The designers of the original career pipeline program had intended to prioritize applicants from underserved and underrepresented cohorts. However, the Supreme Court's decision forced a shift in focus to more legally permissible criteria.
In the aftermath of the ruling, stakeholders are reassessing their approach to DEI. The RAND Corporation report underscores the challenges ahead, noting that resistance to DEI is increasing, along with what it terms "White fatigue" and "diversity defiance." These trends suggest that the implementation of DEI policies may face significant hurdles in the future.
Moreover, the Biden-Harris administration's commitment to DEI has been met with both support and criticism. While some argue that these initiatives are essential for creating a more equitable society, others contend that they constitute reverse discrimination and violate the principle of equal treatment under the law.
The University of Missouri-Kansas City's decision to revise its internship criteria is just one example of how institutions are adapting to the new legal landscape. As the November election approaches, the future of DEI programs hangs in the balance, with potential shifts depending on the political climate.
The Pentagon's decision to end its DEI career pipeline in response to the Supreme Court's ruling reflects a broader trend of reevaluating race and gender-based policies.
The decision has led to significant changes in how DEI initiatives are implemented across the federal government.
The ruling has also sparked a broader debate about the role of affirmative action and DEI in American society. As institutions continue to adapt, the future of these programs will likely depend on the outcomes of upcoming elections and ongoing legal challenges.
