Judicial Deference to Institutionalized Employment Practices

本研究探讨如何，以及在什么条件下，法院可能会听从组织结构，已成为广泛制度化。 我们关注两种类型的服从制度化的组织结构。 在法院部分根据遵守平等就业机会法律的象征性标志，如禁止歧视的政策、简化的业绩评估制度或申诉程序，推断特定案件中存在或不存在歧视的情况下，就存在遵守情况尊重。如果法院认可制度化的商业惯例（如外貌要求、只使用英语的规则或口头招聘制度），并接受这些惯例是出于市场考虑或其他商业考虑，那么就存在商业遵从。 这项研究涉及1964年至1999年期间决定的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.