101. BIAS IN THE AIR: RETHINKING EMPLOYMENT DISCRIMINATION LAW.
- Author
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Thompson Ford, Richard
- Subjects
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LABOR laws , *ANTI-discrimination laws , *INTENTION (Law) , *RACE discrimination in employment laws , *CAUSATION (Law) , *EQUALITY & society , *EQUALITY , *SOCIAL psychology , *SEGREGATION of African Americans , *CIVIL law - Abstract
Employment discrimination jurisprudence assumes that key concepts such as "discrimination," "intent," "causation," and the various prohibited grounds of discrimination refer to discrete and objectively verifiable phenomena or facts. I argue that all of these concepts are not just poorly or ambiguously defined; most are not capable of precise definition. Drawing on familiar developments in private law, such as the legal realist critique of objective causation in torts, I argue that, in practice, the central concepts in antidiscrimination law do not describe objective phenomena or facts at all; instead, they refer to social conflicts between employer prerogatives and egalitarian goals. Ironically, at its best, employment discrimination law does not really prohibit discrimination; instead it imposes a duty of care on employers to avoid decisions that undermine social equality. This suggests that attempts to improve employment discrimination law by making it more attentive to "the facts"--for instance, refining causation in mixed-motives cases using quantitative empirical methods or defining discriminatory intent according to innovations in social psychology--are unlikely to be successful, because these facts are not really at the center of the dispute. Instead, we could better improve employment discrimination law--making it more successful as an egalitarian intervention and less intrusive on legitimate employer prerogatives--if we abandoned attempts to precisely define concepts such as "objective causation" and "discriminatory intent" and instead focused on refining the employer's duty of care to avoid antiegalitarian employment decisions. [ABSTRACT FROM AUTHOR]
- Published
- 2014