“This book tells the story of discrimination laundering: the rise of organizational innocence in the courts’ understanding of employment discrimination and the corresponding narrowing of employer liability in the law. We are used to thinking about laundering in the financial context as a process of taking dirty, illegal money, accumulated through racketeering, illegal drug sales, and gun deals, for example, and superficially cleansing it by running it through legitimate organizations. Discrimination laundering is a similar process, but it is a process of law, a process whereby the law cleanses the workplace of unlawful discrimination – not in reality, but in perception, by sleight of hand. Employment discrimination today is being recast as interpersonal conflict and not properly the subject of Title VII concern. And organizations are being recast as mere bystanders, even victims, of the discrimination that is recognized by law. Once recast, organizations are increasingly protected by the law from responsibility for their own role in inciting bias and discrimination within their walls.”

We all know that racial discrimination is a complex social phenomenon that is bigger than individual “bad actors” using racial epithets or companies that intentionally refuse to hire and/or promote qualified members of protected groups to meaningful positions throughout their workplace.

One must always keep in mind that before, during and after the passage of the Civil Rights Act of 1964, many racist white people, especially politicians and judges, opposed the enactment of this law and vowed to do everything in their power to undermine the law’s substantive strength.

This is one of the reasons why the Civil Rights Act of 1964 had to be amended in 1991 to reestablish disparate impact theory, a theory that accounts for UNINTENTIONAL DISCRIMINATION! 26 years later, disparate impact theory is again being ignored and these predominately white judges are doing everything in their corrupt power to ensure that the law is practically meaningless in its ability to eradicate workplace discrimination at the organizational and institutional levels — where it all starts.

This was always part of their racist plan, and it’s clearly working, which is one of the reasons why the unemployment rate for African Americans has historically remained double that of whites.

Source: Tristin K. Greene. Discrimination Laundering: The Rise of Organizational Innocence and and the Crisis of Equal Opportunity Law. pg. 1-2. 2016.

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