The recent Supreme Court ruling on affirmative action is going to force universities to stop using race as a criteria for admitting applicants into their programs. This could easily be translated to apply to the widely used corporate discriminatory DEI polices of hiring and promoting based on race, gender, gender identity, se-ual preference, and age to name a few of the attributes used. These are just as much discrimination as are using affirmative action criteria for college entrance. This could become a case for future Supreme Court review to end the discriminatory practices used by corporations and for a return to hiring based on qualifications and promotions based on merit.
I recall receiving tens of thousands of dollars in a settlement that involving Intel and a handful of other tech companies who were accused of colluding to not hire each others employees. As usual, the companies denied that this was true but still paid out hundreds of millions in damages.
The reparations for the impact of DEI could be phenomenal.