How can we defend the private sector from the Trump war on D?

It is clear that President Trump will soon start an aggressive campaign to put an end to the diversity of equity, fairness and integration programs in the private sector. In particular, the Ministry of Justice will seek to implement the logic of the Supreme Court when in 2023 he canceled positive measures in admission to the college.

This strategy must be resisted, by defending the policies of promoting special diversity as designed to eliminate discrimination.

SALVO is the first of Trump in his war against the DEI, an executive thing that declares that Dei violates the 1964 Civil Rights Law. , Including Dei. ”

It is required that each federal agency related to possible compliance investigations against major companies, large non -profit organizations, and institutions exceeding $ 500 million of assets and local lawyers associations. Possible federal cases and regulatory procedures must be determined.

On the level of 30,000 feet, enhancing diversity helps to address our complete failure in recent years in securing the common prosperity that our nation has been known-prosperity as all Americans who want to work for it can look forward to a better life for themselves and their children. Today, some of them are racing about the growing wealth constantly, but most of them retreat from further and further. Promoting diversity by legal means is an important tool for expanding prosperity for all.

Not violating policies and programs other than Quota to enhance diversity in the workforce in the private sector, the seventh section of the Civil Rights Law. This is because they aim to ensure the absence of discrimination against women, ethnic, religious and ethnic minorities, rather than seeking discrimination against white men.

Consider a company that consists of the entire board of directors of white men. This result simply cannot occur without discrimination. Correcting this error by promoting the diversity of the Board of Directors is not an illegal discrimination against white men, but it is a legal response to avoid discrimination against women and colored people.

This is true on all levels of workforce. If the group of qualified people is more varied than the actual diversity at any level of the workforce, the result is likely to be contaminated with discrimination. It is not prohibited to take purposeful measures to eliminate this Taint through the seventh address.

The discrimination to be eliminated may not be intended; Instead, it is often the result of implicit bias, which is real. According to the American Psychological Association, a person’s perceptions and behavior can be affected by bias even if the person is unaware of this bias. The bias arises from the associations that are used to link certain characteristics to others based on their gender and race.

The risk of implicit bias is great when decision makers are required to choose “the best” from among a group of well qualified people. Without conscious attention to diversity, stereotypes may cause discrimination against women and ethnic, religious and ethnic groups that have historically exposed such a stereotype.

Avoid not only intended discrimination but also the discriminatory effect is another legal way to enhance diversity. The discriminatory effect occurs when the advertising qualification for the job is not reasonably related to the actual work requirements, but it has an effect in increasing the progress of women, ethnic, religious and ethnic groups. For example, it will have unreasonable strict physical performance requirements this discriminatory effect against women. The unreasonable requirements for academic achievement will harm blacks and Latinists who grew up in poor neighborhoods and thus lacking high -quality primary and secondary education.

Arrows and integration, two DEI goals behind the same diversity, are also necessary to avoid discrimination. Avoid discrimination requires constant attention. If racist, religious and ethnic women and minorities are not dealt with fairly in work tasks, and the opportunities to develop skills and the like are not dealt with. If it is not completely included, such as white men-for example, by unreasonable exclusion from meetings and other activity related to work-discrimination results.

Finally, the seventh title does not prevent the extension of the therapeutic hand to help the workforce members as this special assistance is based on the need but also has the effect of enhancing diversity, fairness and integration. Such assistance is closer to reasonable accommodation for persons with disabilities or reasonable residence for religious practice. The legitimacy was well settled well.

The private sector has a strong interest in the legal Dei activities described above. A diverse workforce, including the various administration, builds the public’s confidence, and supports the employment and improvement of marketing products, services and ideas in a diverse country and world. This is the field in which the management of the anti -projection is a big mistake.

Evan a. Davis is a lawyer in New York, his exercise included discrimination in employment, former president of the New York City Association, Vice Chairman of the Board of Board of Colombia, and chief adviser to New York Governor Mario Como and law writer Judge Supreme Court Potter Stewart.