Tuesday, May 2, 2017
Room 112, Social Ecology I
Please RSVP by noon on April 25, 2017.
Since the passage of the Civil Rights Act, virtually all companies have antidiscrimination policies in place. Although these policies represent some progress, women and minorities remain underrepresented within the workplace as a whole and even more so when you look at high-level positions. They also tend to be less well paid. How is it that discrimination remains so prevalent in the American workplace despite the widespread adoption of policies designed to prevent it?
One reason for the limited success of antidiscrimination policies, argues Lauren B. Edelman, is that the law regulating companies is broad and ambiguous, and managers therefore play a critical role in shaping what it means in daily practice. Often, what results are policies and procedures that are largely symbolic and fail to dispel long-standing patterns of discrimination. Even more troubling, these meanings of the law that evolve within companies tend to eventually make their way back into the legal domain, inconspicuously influencing lawyers for both plaintiffs and defendants and even judges. When courts look to the presence of antidiscrimination policies and personnel manuals to infer fair practices and to the presence of diversity training programs without examining whether these policies are effective in combating discrimination and achieving racial and gender diversity, they wind up condoning practices that deviate considerably from the legal ideals.
Lauren Edelman is the Agnes Roddy Robb Professor of Law and Professor of Sociology at UC Berkeley. Her research addresses the interplay between organizations and their legal environments, focusing on employers’ responses to and constructions of civil rights laws, workers’ mobilization of their legal rights and the internal legal cultures of work organizations. She is the winner of a 2000 Guggenheim Fellowship for her work on the formation of civil rights laws in the workplace.