Transitions in Affirmative Action

Nicholas L. Georgakopoulos

Indiana University - Robert H. McKinney School of Law

Colin Read

University of Alaska Fairbanks - School of Management (SOM)

May 1996

A social preference for proportional participation in labor markets of minorities (whether those are defined by race, origin, gender, sexual preference, religion, or any other attribute) typically implies a transition from a discriminatory regime to one of proportional participation. In this paper we examine this transition in a formal model of a minority, an employer and an educator. We use the implications of our model to appraise the legal responses to discrimination, using examples primarily from gender discrimination. The law is found to inhibit this transition, to prevent operation of its own provisions favoring minorities in cases of past discrimination, to ignore means other than the elimination of structural discrimination for increasing minority participation, to prevent coordination of educators and employers that could further policy goals, and to prevent agreements that would provide the public good of integration. A minor advantage, however, may be seen in the prohibition of favoring minorities if it is interpreted as forcing coordination of employers and educators.

working papers series

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Date posted: May 4, 1998  

Suggested Citation

Georgakopoulos, Nicholas L. and Read, Colin, Transitions in Affirmative Action (May 1996). Available at SSRN: http://ssrn.com/abstract=10103

Contact Information

Nicholas L. Georgakopoulos (Contact Author)
Indiana University - Robert H. McKinney School of Law ( email )
530 West New York Street
Indianapolis, IN 46202
United States
317-274-1825 (Phone)
HOME PAGE: http://www.nicholasgeorgakopoulos.org

Colin Read
University of Alaska Fairbanks - School of Management (SOM) ( email )
81 Blair Road
Plattsburgh, NY 12901
United States
518-561-3828 (Phone)
Feedback to SSRN

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