Title VII Sex and Race Discrimination Litigation Settlements as Opportunities for Organizational Change
Title VII Sex and Race Discrimination Litigation Settlements as Opportunities for Organizational Change
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第七章 性别和种族歧视诉讼和解作为组织变革的机会
DOI：
10.1007/s10869-013-9294-9
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发表时间：
2013
影响因子：
4.8
通讯作者：
A. Hegewisch
中科院分区：
文献类型：
--
作者：
C. Deitch;A. Hegewisch
目的本研究调查了第七章诉讼和解导致人力资源政策和实践发生实质性组织变革的频率和情况，根据社会科学研究，这些政策和实践可能超越单纯的形式合规，以促进更大的包容性和平等。收集、编码和分析了 200-2008 年解决第七章性别和种族歧视诉讼的 Design/Methodology/Approach502 同意令。使用多项逻辑回归。组织变革以及法律与组织之间关系的社会学理论为这项研究提供了信息。调查结果显示，48% 的同意令没有明确规定任何有意义的实质性变化； 31% 要求人事决策补救措施正式化； 21% 需要采取更多创新措施。经过认证的集体诉讼、其他非个人诉讼、在更自由的联邦地方法院提起的诉讼以及公共部门雇主预测，在其他条件相同的情况下，组织的平等就业机会政策和实践的组织变革将有更多实质性补救措施。单一原告和保守的地方法院法律环境预测，仅采取形式补救措施的可能性更大。影响歧视诉讼和解是改进多样性管理政策的潜在推动力。原创性/价值同意法令是第七章下针对就业歧视诉讼的一种异常直接且潜在强大的机制，以强制进行实质性的组织变革。尽管一些研究讨论了极少数备受瞩目的和解方案，但这是对同意令中的纲领性授权及其变化方式的首次系统审查。
PurposeThis study investigated how frequently and under what circumstances Title VII lawsuit settlements resulted in mandates for substantive organizational change in HR policies and practices that, according to social science research, are likely to move beyond mere pro forma compliance to foster greater inclusion and equality.Design/Methodology/Approach502 consent decrees settling Title VII sex and race discrimination lawsuits in 200–2008 were collected, coded, and analyzed. Multinomial logistic regression was used. Sociological theories of organizational change and of the relationship between law and organizations informed the study.Findings48 % of the consent decrees examined specified no meaningful substantive changes; 31 % required formalization of personnel decision-making remedies; 21 % required more innovative measures. Certified class actions, other non-individual lawsuits, lawsuits filed in more liberal Federal District Courts, and public sector employer predicted more substantive remedies for organizational change in organizations’ EEO policies and practices, all else being equal. Single plaintiffs and a conservative District Court legal environment predicted a greater likelihood of pro forma only remedies.ImplicationsDiscrimination lawsuit settlements are a potential impetus for improved diversity management policies.Originality/ValueConsent decrees are an unusually direct and potentially powerful mechanism under Title VII for employment discrimination lawsuits to mandate substantive organizational change. Whereas a few studies have discussed a very small number of high-profile settlements, this is the first systematic examination of the programmatic mandates in consent decrees and how they vary.