Thursday, October 11, 2012
Professor Rebecca Lee (pictured) notes that "in this age of “diversity talk,” it may seem that the issue of workplace discrimination is somewhat passé, or at least not as much of the problem it was in the past." That was certainly some of the sentiment in yesterday's oral argument in Fisher v. UT. But Lee offers a more sophisticated interpretation, arguing that
Most employers implement models of diversity that promote only what I call “surface diversity” and “marginal diversity,” both of which focus on diversifying the organization’s ranks but which stop short of valuing diversity in full form, thus inhibiting substantive equity. The surface and marginal diversity paradigms neglect to treat the malady of embedded discrimination because they emphasize demographic diversity rather than diversity in a substantive sense. A focus on numerical parity alone, however, will not bring about racial and gender equity. Although women and people of color have been entering various workplaces in increasing numbers, the way in which work gets done has not changed much. This is because simply adding more members of previously excluded groups to the organization may not change dominant organizational practices that remain biased against such groups.
Instead in her 2010 article entitled Core Diversity, available on ssrn, Lee argues that much deeper and more structural change is necessary. This is definitely worth a read.
Lee's follow-up article, Implementing Grutter's Diversity Rationale: Diversity and Empathy in Leadership, available on ssrn, is also essential reading. In this article, Professor Lee makes more explicit the links between educational diversity and employment diversity.