DEI is racism. Plain and simple. So why is it still enshrined into law?
The Civil Rights Act of 1964 aimed to prevent race-based discrimination in employment. However, despite the intent of the law to prevent discrimination, the Supreme Court's ruling in Griggs v. Duke Power Co. applied the law backwards. Instead of excluding race from consideration altogether, it introduced a new race-based framework for "disparate impact."
Disparate impact is the idea that if a requirement, test, or other evaluation results in different outcomes among racial groups, the test is inherently racially discriminatory because it results in a “disparate impact” on minorities. This prevents employers from using hard work and skill as primary factors in hiring and forces them to adopt racial quotas.
Heritage Action knows you are very concerned about these kinds of unconstitutional policies. This legal framework—that any difference between groups automatically means discrimination—is flawed logic. Further, preventing employers from testing or evaluating employees based on skills or experience will not solve anything.
The Restoring Equal Opportunity Act (H.R. 4448 / S. 2343), introduced by Rep. Brandon Gill (R-Texas) and Sen. Mike Lee (R-Utah), seeks to repeal the disparate impact provisions added to the Civil Rights Act in the 1991 revisions to promote fairness rather than guilty until proven innocent policies.
>> Urge your Member of Congress and Senators to cosponsor the Restoring Equal Opportunity Act TODAY!