In Grutter v. Bollinger (2003), the United States Supreme Court held that it had never ruled that the only governmental use of race that can survive strict scrutiny is remedying past discrimination. The Court also acknowledged the promotion of student body diversity and associated workforce benefits. Public personnel managers have long had available U.S. Supreme Court support in using race and gender preferences. Institutional and organizational entry processes create the university admissions/public employment nexus. Public personnel managers are encouraged to maximize the constitutional cover of Grutter.
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