Abstract
This chapter examines the spillover effects of the 2023 SCOTUS decision limiting race-conscious university admissions (SFFA v. Harvard/UNC) on broader employer hiring practices. Drawing on survey data from 505 human resources experts that was collected approximately one year post-ruling in summer of 2024, we find marked confusion regarding the ruling's applicability to workplaces. Specifically many employers—particularly those uncertain or mistaken about its scope—made precautionary changes to hiring processes, including sourcing, screening, and selection activities. These findings suggest a chilling effect, where a policy aimed at higher education prompted risk-averse behaviors that dampened corporate DEI efforts, well before the 2024 U.S. Presidential election. We argue that understanding these indirect, systemic consequences is crucial for P-20 educators, administrators, and policymakers seeking to navigate the anti-DEI climate and uphold equity commitments to stakeholders, as it highlights the profound interconnectedness between higher education policy and the wider employment landscape.