Falcon G.

Carol M. Swain is an author, a retired professor of political science and law at Vanderbilt University, and television analyst. Mike Towle is an author, and former newspaper reporter and editor. Their work, "The Adversity of Diversity", mostly written before the Supreme Court's June 2023 ruling eliminating affirmative action requirements in college admissions, "Students for Fair Admission v. President and Fellows of Harvard College", makes the case that other programs or practices such as DEI (Diversity, Equity and Inclusion), CRT (Critical Race Theory), and CEI (Corporate Equity Index) are likely on the way out as well. While affirmative actions were originally envisioned as a means of redressing discriminatory injustices, their applications had evolved to cause reverse discrimination, essentially resulting in the same sort of wrongs they were designed to end.

The "Adversity of Diversity" shows examples of how programs such as DEI infringe on constitutionally protected rights, particularly of white conservative men. Conflicts with Title VI of the Civil Rights Act of 1964 (prohibition of discrimination based on race, color, or national origin in any program receiving federal financial assistance) and the 14th Amendment (the Equal Protection Clause guaranteeing all individuals the right to protection under law) were influential in the Supreme Court's decision in removing affirmative action requirements.

Dr. Swain holds the position that Marxism is a driving influence in today's DEI. It is concerned with group identities, affinity groups, and group discrimination rather than group success stemming from individual merit. It channels suspicion, promotes intolerance, and focuses on conflict, and as such, seems designed to break and destroy rather than to heal and bring unity. The social process of ending racial discrimination had been usurped by the political enemies of capitalism, leading to division and tribalism. She believes that proper diversity requires not division, but assimilation. DEI programs do nothing to accomplish any goals important to business, such as adherence to mission, respect for creativity and growth, building morale, and expectation of profit.

Dr. Swain has developed her own program that she believes may solve the problems created by DEI, and calls it "Real Unity Training." Its twelve core values include a desire for institutions to succeed, the belief that customer service should be a priority, respect for traditional "success principles" of hard work, integrity and accountability, and being financially responsible. They also include the perspective that, while our differences are to be acknowledged, what we have in common is greater. More information about Dr. Swain's program may be obtained at: "unitytrainingsolutions.com."

The appendices at the end of the book are lengthy and detailed, and form a valuable and fascinating historical reference. Appendix A contains the entire Supreme Court decisions of "Students for Fair Admission v. President and Fellows of Harvard College", and "Students for Fair Admission v. University of North Carolina." Included is the concurrence of Justice Thomas. Appendix B contains the legislation abolishing DEI at public colleges and universities as reflected is Texas and Florida law, and Appendix C is the 14th Amendment to the U.S. Constitution.

It was surprising to experience the intellectual robustness and thorough substantiation of the Supreme Court's decision. Justice Clarence Thomas, writing the concurrence, was devastating in his disagreement with the dissent. The legislation abolishing DEI at public colleges and universities in Texas and Florida affirms that equal protection violations are on the decline.