DEI efforts must be reinvigorated to counter any impact from the Supreme Court’s decision.
, plans were put in place to work with the Fashion Scholarship Fund to find students outside of the elite fashion school club for a program that would involve mentoring and an internship at the denim brand.
“Both the University of California and University of Michigan submitted arguments in favor of race-conscious affirmative action policies, not only citing severe drops in their Black and Indigenous enrollment post statewide bans, but also presenting the failed attempts of other strategies and tactics intended to make up for that loss. Neither school has been able to get to their pre-ban percentages and educators have cited the many ways that hinders progress for all students.
LIM College president Elizabeth S. Marcuse told WWD while the decision “could prove to limit access for some students, particularly at ‘highly selective’ colleges and universities, [it]…does not directly impact LIM College’s admission policies.
“Identifying historically disadvantaged talents through socioeconomic status, geographical origins, cultural practices and norms, club affiliations and other non-race-based factors could also build a channel for talent throughout our industry,” she said. “However, the work does not end there; we’ll need to provide skill development and training earlier than the college level as well as after the entry-level in order to grow and strengthen the talent pipeline.
“Regardless of whether the title of chief diversity officer is phased out, the function will always exist. Diversity is an inextricable part of people management; what is and will need to continue to shift is the sense that this work should continue to run alongside people functions as opposed to being embedded in leadership positions that also share responsibilities for these functions,” Schmiedl said.
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