Abstract

Part I examines how and why people engage in stereotyping and prejudiced thinking. It also summarizes the available data on the continued existence of racial discrimination in employment. Part II explains why the due process clause, the right to trial by jury, and elemental notions of fairness obligate judges and juries to listen to known facts about racism and discrimination and how this can be accomplished through jury instructions, judicial notice and expert testimony. Part III demonstrates that neither the language of the most controversial Supreme Court opinions nor the theories of the icons of contemporary conservative thought foreclose our modest proposal.

Notes

Originally published in Emory Law Journal, Vol. 46, No. 4, pp. 1487-1531, Fall 1997.

Keywords

racial discrimination in employment

Disciplines

Labor and Employment Law | Law

Publisher

Emory Law School

Publication Date

Fall 1997

Rights Information

Copyright 1997 Emory Law Journal.

Rights Holder

Emory Law Journal

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