Judicial Deference to Institutionalized Employment Practices

本研究考察了法院如何以及在什么条件下遵从已经广泛制度化的组织结构。我们关注对制度化组织结构的两种顺从。当法院在特定案件中推断存在或不存在歧视时，就会存在遵从性遵从，这部分是根据遵守平等就业机会法的象征性标志，如禁止歧视的政策、常规的绩效评估系统或申诉程序。商业尊重存在于法院认可制度化的商业惯例（如外观要求、只讲英语的规则或口头招聘系统）的地方，通过接受那些由市场考虑或其他商业考虑所证明的惯例。该研究涉及对1964年至1999年间判决的1000个联邦民权案件的定量和定性内容分析。

This research examines how, and under what conditions, courts may defer to organizational structures that have become widely institutionalized. We focus on two types of deference to institutionalized organizational structures. Compliance deference exists where courts infer the presence or absence of discrimination in particular cases in part from symbolic indicia of compliance with EEO law such as policies prohibiting discrimination, routinized performance evaluation systems, or grievance procedures. Business deference exists where courts endorse institutionalized business practices (such as appearance requirements, English-only rules, or word-of-mouth hiring systems) by accepting those practices as justified by market concerns or by other business concerns. The research involves quantitative and qualitative content analyses of 1000 federal civil rights cases decided between 1964 and 1999.