How to Effectively — and Legally — Use Racial Data for DEI.

The article focuses on how organizations can effectively and legally use racial data to support diversity, equity, and inclusion (DEI) initiatives following the U.S. Supreme Court ruling against race-conscious admissions in higher education. It explains that while using individual racial information in employment decisions is prohibited under Title VII of the Civil Rights Act, collecting and analyzing aggregated racial data is lawful and essential for identifying disparities, removing barriers, and correcting discrimination in the workplace. The article emphasizes that DEI programs should avoid quota-like practices but can use data-driven approaches—such as the Mansfield Rule—to diversify candidate pools and design fair processes. It also highlights the importance of partnering with legal experts to ensure compliance and using racial data to demonstrate measurable DEI progress, thereby maintaining effective and legally sound initiatives.