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The Adversity of Diversity: How the Supreme Court's Decision to Remove Race from College Admissions Will Doom Diversity Programs
When the US Supreme Court announced its landmark 6-3 decision to take race out of the equation for college and university admissions, it did more than just bring affirmative action in higher education to a screeching halt. It also fired a warning shot across the bow of businesses and governmental agencies across the days for workplace diversity, equity, and inclusion (DEI) programs that violate the Equal Protection Clause of the 14th Amendment have an expiration date. In The Adversity of Diversity, award-winning political scientist Carol M. Swain and collaborator Mike Towle offer an insightful look at DEI's inception and evolution into a billion-dollar industry. Swain and Towle explain why DEI's days are numbered, and how we as a people can move beyond divisiveness toward the unity promised by our nation's motto, E Pluribus Unum, "out of many, one."
From Alan Dershowitz's On the heels of the Supreme Court decision declaring race-based affirmative action in higher education unconstitutional, Swain and Towle's The Adversity of Diversity puts forth a compelling case for questioning the entire diversity, equity, and inclusion (DEI) industry that has departed from any integrationist goals. It has become an aggressive force that takes organizations away from their core missions and often transforms them into divisive and disruptive institutions that openly violate the rights of members of disfavored groups. Swain's recommended solution of Real Unity Training Solutions entails a return to core American principles that embrace nondiscrimination and equal opportunity in a meritocratic system that recognizes individual rather than group rights.
I believe that the demise of race-based affirmative action in college admissions should be accompanied by the elimination of most other nonmeritocratic criteria, such as legacy status, athletics, geography, and other nonacademic preferences. We should truly level the playing field by eliminating practices that create division while taking us further from (Dr. Martin Luther) King's vision and the constitutional protections we should welcome. In this book, Swain shares her own affirmative action journey and the factors that enabled her to achieve the American dream. She and her co-author have not given up on the nation's motto of E Pluribus Unum-out of many, one. Her vision for unity rather than what has become divisive training is one we can and should explore. One need not agree with all their observations and proposals to benefit from their wisdom
From Alan Dershowitz's On the heels of the Supreme Court decision declaring race-based affirmative action in higher education unconstitutional, Swain and Towle's The Adversity of Diversity puts forth a compelling case for questioning the entire diversity, equity, and inclusion (DEI) industry that has departed from any integrationist goals. It has become an aggressive force that takes organizations away from their core missions and often transforms them into divisive and disruptive institutions that openly violate the rights of members of disfavored groups. Swain's recommended solution of Real Unity Training Solutions entails a return to core American principles that embrace nondiscrimination and equal opportunity in a meritocratic system that recognizes individual rather than group rights.
I believe that the demise of race-based affirmative action in college admissions should be accompanied by the elimination of most other nonmeritocratic criteria, such as legacy status, athletics, geography, and other nonacademic preferences. We should truly level the playing field by eliminating practices that create division while taking us further from (Dr. Martin Luther) King's vision and the constitutional protections we should welcome. In this book, Swain shares her own affirmative action journey and the factors that enabled her to achieve the American dream. She and her co-author have not given up on the nation's motto of E Pluribus Unum-out of many, one. Her vision for unity rather than what has become divisive training is one we can and should explore. One need not agree with all their observations and proposals to benefit from their wisdom
- GenresPolitics
171 pages, Kindle Edition
Published August 15, 2023
26 people are currently reading
139 people want to read
About the author
Carol M. Swain
20 books64 followersCarol Miller Swain is a retired professor of political science and law at Vanderbilt University. A frequent conservative television analyst, she is the author and editor of several books. Her interests include race relations, immigration, representation, evangelical politics, and the United States Constitution.
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Displaying 1 - 9 of 9 reviews
August 16, 2023
I reviewed an advanced copy of The Adversity of Diversity by Carol Swain and Mike Towle. This important and timely work connects Affirmative Action and the Supreme Court's ruling in Students for Fair Admissions v Harvard to what is perhaps the most pressing challenge of our time: defeating institutionalized "woke" tyranny in American society and government ("CRT," "SEL," "DEI," "ESG," etc.). Thanks to efforts by parents' groups, activists, and a of a handful of public figures like Dr. Swain, the tide now appears to be turning against wokeness. The battle against divisive Diversity, Equity, and Inclusion (DEI) regimes in our workplaces and universities is especially critical. Can businesses and public institutions manage diversity without undermining American values and encouraging racial division? Could such training instead foster a spirit of unity and civic friendship. Read this book to find out.
May 20, 2024
"Race-based solutions that discriminate against Whites and Asians cannot continue to exist. The trickle-down effects of the Supreme Court's landmark 2023 ruling [reversing affirmative action] are already being felt and stimulating changes in workplace diversity programs." In response, Carol Swain developed Real Unity Training Solutions for corporate America that consists of 12 core values, all of which combine to promote Unity and not Division in the workplace. Unity training involves common sense, understanding the Constitution, respecting one another, working as teams and encouraging one another. Let us hope that companies will one day embrace this training program, and begin the dismantling of the divisive Diversity, Equity & Inclusion programs that have been imposed on most corporations.
October 23, 2023
Dr. Swain does a great job of explaining the issues with current Diversity, Equity, and Inclusion trainings, as well as Affirmative Action, in the American workplace. She supports all of her arguments with evidence, both current and historical, and she offers an alternative way for companies to protect diversity in the workplace. Her writing is both well-informed and easy to understand. I highly recommend reading her work!
December 14, 2023
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.
ACA7 is an assembly constitutional amendment in California that has the potential of circumventing Proposition 209 and legalizing some forms of discrimination. After I learned that California had passed ACA7 (approved by California State Assembly Committee on June 7, 2023, and Assembly Judiciary Committee on June 13) I wanted to know Dr. Swain’s thoughts about possible reactions. We are grateful for her opinion.
32nd Avenue Books- California recently passed ACA7 (Assembly Constitutional Amendment) in defiance of June’s Supreme Court ruling. What responses do you expect?
Dr. Carol Swain- CA and the resistance coming from academia reminds me of the reaction to the passage of Brown V. Board of Education. It took almost 14 years for the states to come into compliance.
Steve Brehm
32nd Avenue Books, Toys and Gifts
October 15, 2023
"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.
ACA7 is an assembly constitutional amendment in California that has the potential of circumventing Proposition 209 and legalizing some forms of discrimination. After I learned that California had passed ACA7 (approved by California State Assembly Committee on June 7, 2023, and Assembly Judiciary Committee on June 13) I wanted to know Dr. Swain’s thoughts about possible reactions. We are grateful for her opinion.
32nd Avenue Books- California recently passed ACA7 (Assembly Constitutional Amendment) in defiance of June’s Supreme Court ruling. What responses do you expect?
Dr. Carol Swain- CA and the resistance coming from academia reminds me of the reaction to the passage of Brown V. Board of Education. It took almost 14 years for the states to come into compliance.
Steve Brehm
32nd Avenue Books, Toys and Gifts
October 15, 2023
November 22, 2023
While I agree with some things in this book, overall I think this book is nothing more than an expanded discussion of conservative anti-diversity talking points.
I find it interesting that the author, like so many other conservative voices, attribute this Nation’s divisiveness to DEI, as if this country had been united before DEI. Racism (yes that still exists) is one of the many reasons why this country is divided. And I wish more people would write about how we address that as opposed to proposing simply that we act as though race or racism doesn’t exist.
I also take issue with the notion that it is because of affirmative action someone calls the achievements of Black and brown people into question. Those who use affirmative action, diversity and inclusion or DEI to question that ability or qualifications of Black or brown folks, would have done so even if affirmative action, diversity and inclusion or DEI never existed. These people just don’t believe Black and brown people could be qualified for or that they’ve earned a seat at the table. That view has nothing to do with affirmative action, DEI, diversity, inclusion, equity or civil rights laws.
And those organizations who lower their standards or employment qualifications to recruit Black and brown students or employees aren’t really interested in diverse student bodies or organizations. They are just assuming that Black and brown people are less qualified. Organizations that are truly dedicated to diversity know that if they put in the effort, they can find students and applicants who meet their requirements.
Finally, please spare me the concern about white men who are left in the cold supposedly because of affirmative action or DEI. From what I can see, white men continue to do just fine. That’s because many of them have the connections and access to opportunities that others don’t have.
I find it interesting that the author, like so many other conservative voices, attribute this Nation’s divisiveness to DEI, as if this country had been united before DEI. Racism (yes that still exists) is one of the many reasons why this country is divided. And I wish more people would write about how we address that as opposed to proposing simply that we act as though race or racism doesn’t exist.
I also take issue with the notion that it is because of affirmative action someone calls the achievements of Black and brown people into question. Those who use affirmative action, diversity and inclusion or DEI to question that ability or qualifications of Black or brown folks, would have done so even if affirmative action, diversity and inclusion or DEI never existed. These people just don’t believe Black and brown people could be qualified for or that they’ve earned a seat at the table. That view has nothing to do with affirmative action, DEI, diversity, inclusion, equity or civil rights laws.
And those organizations who lower their standards or employment qualifications to recruit Black and brown students or employees aren’t really interested in diverse student bodies or organizations. They are just assuming that Black and brown people are less qualified. Organizations that are truly dedicated to diversity know that if they put in the effort, they can find students and applicants who meet their requirements.
Finally, please spare me the concern about white men who are left in the cold supposedly because of affirmative action or DEI. From what I can see, white men continue to do just fine. That’s because many of them have the connections and access to opportunities that others don’t have.
September 16, 2025
Courageous read from a woman who sacrificed much to pursue the truth--no matter the cost.
January 1, 2026
This book is a bracing and compelling critique of DEI orthodoxy from an author who is not merely theorizing from the sidelines, but arguing from experience, jurisprudence, and a deep skepticism of “training” as a substitute for character.
Swain’s voice is the anchor. She frames the DEI industry less as reconciliation and more as a conflict model—something designed to perpetuate grievance, not resolve it. The workplace, she argues, is a particularly ill-suited arena for ideological struggle sessions, and the evidence she points to is hard to ignore: mandatory sensitivity training can cost a fortune while producing very little—except resentment.
The book’s most persuasive move is separating respect for individuals from institutionalized racial categories. It argues you don’t heal division by reifying it. It also anticipates the post–SCOTUS landscape: not merely how admissions will change, but how the broader DEI apparatus will rebrand and attempt to survive.
The core critique is serious and worth engaging—especially for anyone watching corporations swap “unity” language for “diversity” language without changing the underlying ideology.
This is not a book for people who want comforting consensus. It’s for people willing to ask whether the cure has become its own disease.
Pull-quotes:
• “DEI consultants… cost a fortune and deliver next to nothing in terms of improving race and gender relations.”
• “Racial reconciliation and healing could never come from a conflict model rooted in cultural Marxism.”
• “The workplace should never become a setting for mandatory sensitivity training.”
Swain’s voice is the anchor. She frames the DEI industry less as reconciliation and more as a conflict model—something designed to perpetuate grievance, not resolve it. The workplace, she argues, is a particularly ill-suited arena for ideological struggle sessions, and the evidence she points to is hard to ignore: mandatory sensitivity training can cost a fortune while producing very little—except resentment.
The book’s most persuasive move is separating respect for individuals from institutionalized racial categories. It argues you don’t heal division by reifying it. It also anticipates the post–SCOTUS landscape: not merely how admissions will change, but how the broader DEI apparatus will rebrand and attempt to survive.
The core critique is serious and worth engaging—especially for anyone watching corporations swap “unity” language for “diversity” language without changing the underlying ideology.
This is not a book for people who want comforting consensus. It’s for people willing to ask whether the cure has become its own disease.
Pull-quotes:
• “DEI consultants… cost a fortune and deliver next to nothing in terms of improving race and gender relations.”
• “Racial reconciliation and healing could never come from a conflict model rooted in cultural Marxism.”
• “The workplace should never become a setting for mandatory sensitivity training.”
July 10, 2025
Great overview of the inherent failures of DEI
Carol Swain presents strong arguments that the roots of DEI are Marxist, and the application of this theory leads to negative outcomes. She reminds us of the more lofty goals of the Constitution and its Amendments that we should be color blind. Look for the talented people, whoever they are, and help them rise up. Focus on merit. Focus on what we have in common. This pushes society forward, and helps business thrive.
If DEI initiatives at work have hurt you, learn the civil rights laws of your state. They protect everyone. Get an attorney. File that lawsuit. Do not be bullied.
Carol Swain presents strong arguments that the roots of DEI are Marxist, and the application of this theory leads to negative outcomes. She reminds us of the more lofty goals of the Constitution and its Amendments that we should be color blind. Look for the talented people, whoever they are, and help them rise up. Focus on merit. Focus on what we have in common. This pushes society forward, and helps business thrive.
If DEI initiatives at work have hurt you, learn the civil rights laws of your state. They protect everyone. Get an attorney. File that lawsuit. Do not be bullied.
January 4, 2024
Everyone should read this book.
Displaying 1 - 9 of 9 reviews