Judicial Deference to Institutionalized Employment Practices

这项研究考察了法院如何以及在什么条件下可以服从已经广泛制度化的组织结构。我们关注两种类型的对制度化组织结构的尊重。在某些特定案件中，法院部分根据遵守平等机会法的象征性标志，如禁止歧视的政策、常规化的绩效评估制度或申诉程序，来推断是否存在歧视，这就存在遵守遵守的情况。存在商业尊重的情况是，法院认可制度化的商业做法(如外表要求、仅限英语的规则或口碑招聘制度)，接受这些做法，认为这些做法是市场担忧或其他商业关切所证明是合理的。这项研究涉及对1964至1999年间判决的1000起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.