Showing posts with label reverse discrimination. Show all posts
Showing posts with label reverse discrimination. Show all posts

Wednesday, June 3, 2009

SCOTUS Nominee Sotomayor: You Decide


Shortly after President Obama nominated her to a lifetime appointment to the Supreme Court, I read Judge Sonia Sotomayor’s now famous words:

I would hope that a wise Latina woman with the richness of her experiences would more often than not reach a better conclusion than a white male who hasn't lived that life.”

My initial reaction was strong and direct -- perhaps too strong and too direct. The sentiment struck me as racist and I said so. Since then, some who want to have an open and honest consideration of Judge Sotomayor’s fitness to serve on the nation’s highest court have been critical of my word choice.

With these critics who want to have an honest conversation, I agree. The word “racist” should not have been applied to Judge Sotomayor as a person, even if her words themselves are unacceptable (a fact which both President Obama and his Press Secretary, Robert Gibbs, have since admitted).

So it is to her words -- the ones quoted above and others -- to which we should turn, for they show that the issue here is not racial identity politics. Sotomayor’s words reveal a betrayal of a fundamental principle of the American system -- that everyone is equal before the law.

The Central Question: Is American Justice No Longer Blindfolded?

The fundamental issue at stake in the Sotomayor discussion or nomination is not her background or her gender but an issue that has implications far beyond this judge and this nomination: Is judicial impartiality no longer a quality we can and should demand from our Supreme Court Justices?

President Obama apparently thinks so. Other presidents, Republican and Democrat, have considered race and gender in making judicial appointments in the past. But none have explicitly advocated the notion that judges should substitute their personal experiences for impartiality in deciding cases. And certainly none have asserted that their ethnicity, race or gender would make them a better judge over a judge from a different background.

Here is how President Obama explained his criteria for appointing judges earlier this year:

We need somebody who’s got the heart, the empathy, to recognize what it’s like to be a young teenage mom, the empathy to understand what it’s like to be poor or African-American or gay or disabled or old -- and that’s the criterion by which I’ll be selecting my judges.”

No Group Has Benefited More From Impartial Justice Than the Less Fortunate

With these words, President Obama is cleverly inviting his critics to come out swinging against empathy for the less fortunate among us. But Americans are smarter than this.

We understand that the job of a justice is to enforce the law, not the rule of empathy. And we understand that when a judge substitutes his or her personal experiences for the law, the law becomes what he or she wants it to be, not what the people, through their elected representatives, have decided it should be.

Most tragically, it is this principle of judicial impartiality -- of justice, not just for the rich and the powerful, but for all -- that has most benefited the vulnerable and the downtrodden in America.

No group has needed or continues to need justice -- that can’t be predetermined by wealth or privilege -- as much as the less privileged. President Obama doesn’t seem to grasp that, by weakening judges’ adherence to the rule of law, he is also weakening the very foundation of equal justice for the less fortunate Americans he wants to help.

The “Court of Appeals is Where Policy Is Made”

How does Judge Sotomayor come down on the issue of a judge’s fidelity to the law?

Here is what she told a Duke University Law School audience in 2005 (emphasis mine):

“All of the legal defense funds out there, they're looking for people with Court of Appeals experience. Because it is -- Court of Appeals is where policy is made. And I know, and I know, that this is on tape, and I should never say that. Because we don't 'make law,' I know. [laughter] Okay, I know. I know. I'm not promoting it, and I'm not advocating it. I'm, you know. [laughter] Having said that, the Court of Appeals is where, before the Supreme Court makes the final decision, the law is percolating.”

Is Judge Sotomayor Being Quoted Out of Context? You Read, You Decide

If Judge Sotomayor, by her own words, believes the judge’s bench is “where policy is made,” what kind of law can we expect her to make as a Supreme Court Justice?

The Berkeley Law School speech in which Judge Sotomayor made the comments that I quoted at the outset of this newsletter -- that a “wise Latina” would make a better judge than a white male -- has been widely cited.

The White House is now claiming that critics are taking Judge Sotomayor’s comments in that speech out of context. So in the spirit of “you read, you decide” I am linking here to Judge Sotomayor’s speech in full.

As you read it, see if you agree with those respected legal scholars who have concluded that the speech as a whole isn’t as damaging as the Judge’s “wise Latina” comment -- it’s worse.

“Our Gender and National Origins May and Will Make a Difference in Our Judging”

Here are some excerpts from the speech (emphasis mine):

"I further accept that our experiences as women and people of color affect our decisions. The aspiration to impartiality is just that."


"Whether born from experience or inherent psychological or cultural differences...our gender and national origins may and will make a difference in our judging."


"Justice O'Connor has often been cited as saying that a wise old man and wise old woman will reach the same conclusion in deciding cases....I would hope that a wise Latina woman with the richness of her experiences would more often than not reach a better conclusion than a white male who hasn't lived that life."
Again, you read, you decide. Read Judge Sotomayor’s speech in full here. Then let me know what you think at Newt.org.

“Equal Justice Under Law” Is Chiseled in Stone on the Supreme Court

The central principle of American justice -- and perhaps the single, great idea of America -- is equal justice before the law.

This idea is expressed in the words “all men (and today we would say all men and women) are created equal.” It means that Americans stand before the law, not as members of groups, but as individuals.

"Equal justice under law" is in fact chiseled in stone on the front of the Supreme Court building -- and for good reason.

When a judge disregards the rule of law and applies a different standard to certain groups -- or, as the President would say, shows “empathy” -- he or she violates this central American principle.

One Group’s “Empathy” is Another Group’s Injustice. Ask Frank Ricci.

When a judge views Americans as members of groups and not individuals, one group’s “empathy” becomes another group’s injustice.

Nowhere is the injustice that results from judging Americans as members of groups and not as individuals more evident than in Judge Sotomayor’s ruling in the case involving Frank Ricci, a New Haven, Conn., firefighter.

Ricci quit his second job and studied 13 hours a day in 2003 for a civil service exam he hoped would earn him a promotion to lieutenant in the New Haven Fire Department. And when Ricci took the exam, all his hard work seemed to pay off. He got one of the highest scores. But because no African-Americans scored high enough on the exam to be promoted, the city of New Haven threw out the results of the test and promoted no one.

Frank Ricci, 16 other white firefighters, and one Hispanic firefighter sued the city, claiming they were denied promotions on the basis of their race. A district judge dismissed the case, and a three- judge panel of the Second Circuit Court of Appeals affirmed the dismissal. One of those judges was Judge Sotomayor.

An Opportunity to Have a Debate About Equal Justice for Americans Like Frank Ricci

The Supreme Court is currently hearing the Ricci case, and a ruling is expected next month, likely in the midst of hearings on Judge Sotomayor’s nomination.

Legal experts expect the Supreme Court to reverse Judge Sotomayor’s ruling. But however the high court rules, this is a moment for America to have a full, honest and open debate, not just about the impartiality of our judges, but about equal justice before the law for Americans like Frank Ricci.

Which Judge Sotomayor Will Show Up on the Supreme Court?

In fairness to the judge, many of her rulings as a court of appeals judge do not match the radicalism of her speeches and statements. She has shown more caution and moderation in her rulings than in her words.

So the question we need to ask ourselves in considering Judge Sotomayor’s confirmation is this: Which judge will show up on the Supreme Court, the radical from her speeches or the convention liberal from her rulings?

It’s no small question. Judge Sotomayor is 54 years old. Supreme Court Justice John Paul Stevens is 89. Judge Sotomayor has the potential to spend more than 30 years on the Supreme Court. There, unlike on the court of appeals, she will have no reason to show caution. On the high court, Judge Sotomayor will not have to worry about a higher court overturning her rulings. As a Supreme Court Justice, she will do the overturning.

The stakes are very high with this nomination. Has President Obama nominated a conventionally liberal judge to a lifetime tenure on our highest court? Or a radical liberal activist who will cast aside the rule of law in favor of the narrow, divisive politics of race and gender identity?

WRITTEN by Newt Gingrich as "Supreme Court Nominee Sotomayor: You Read, You Decide" at Human Events on June 3rd, 2009

Saturday, May 23, 2009

'Disparate Impact' in Police Promotional Testing


Those of us who have chosen policing as a way of life have a keen understanding of how difficult it is to get promoted to higher rank. There is a lot on the line: prestige, money, and often our future retirement income. It isn’t unusual for an officer to spend 25 years and not be promoted—either by choice, circumstance, or the competitiveness of the process.

If one chooses to enter the race it means countless hours away from family to study the material required. So, imagine if you were a white or Hispanic officer and you came out first on a promotional examination and the test was thrown out by your city because not enough African-American officers would be promoted. What if the situation was reversed and the test was thrown out because not enough white officers would be promoted? Either way, it’s a tough pill to swallow, but this is exactly what happened to a group of white and Hispanic firefighters in the City of New Haven, Connecticut because of something called “disparate impact.”

The case is presently before the United States Supreme Court and could have far-reaching implications for police hiring and promotion. It is not the intent of this article to take a side on the issue of reverse discrimination—my intent is to explain the facts of the case before the court so the reader will be informed about disparate impact, and Title VII of the Civil Rights Act of 1964.

Ricci v. Destefano
In April of 2009 the United States Supreme Court heard arguments in a reverse discrimination case (Ricci v Destefano) filed by white and Hispanic firefighters from the City of New Haven, Connecticut. Between November and December of 2003, promotional examinations were administered for the position of Fire Captain. The testing process consisted of a written examination and oral examination, each of which was weighted at fifty percent of a candidate’s total score. Final tests results were that 14 of the 15 highest scores were white applicants and the other a Hispanic. No black candidates were within the top 15. Note that out of the 41 applicants for fire captain, a number of black candidates passed the exam but did not score high enough to be promoted under the City of New Haven’s promotional examination process.

According to articles in the Hartford Courant and New Haven Register the city charter “expressly required that each vacancy be filed from among the top three scores; and promotions must be based on merit as determined by the competitive examinations.” The charter expressly prohibits “favoring any candidate based on his or her race.” City officials—indicating that the test results violated the disparate impact provisions in Title VII of the Civil Rights Act—threw out the results of the examinations because no black candidates scored high enough to be considered for promotion.

In 2004, the higher-scoring white and Hispanic firefighters filed a lawsuit claiming reverse discrimination. The case made its way through the Commission on Human Rights to the United States District Court, District of Connecticut, which found for the city. Then in 2007 the firefighters appealed to the United States Second Circuit Court of Appeals which denied the appeal. The attorney for the firefighters then appealed to the United States Supreme Court which agreed to hear the case.

In April and May of this year the Supreme Court heard arguments in the case and their decision is pending. A central issue in the case is whether the test results reflected a significant disparate impact against African-American applicants or whether white applicant was the subject of discrimination due to their race.

Title VII of the Civil Rights Act of 1964
In 1971, The United States Supreme Court in Griggs v Duke Power Company (U.S. 424, 431-2) found that Tile VII prohibits not only overt discrimination, but also practices that may be fair in form, but discriminatory in operation. Examples of practices that may be subject to disparate impact include written examinations, interviews, height/weight, and education requirements. According to 42 U.S.C. 2000e-2(k)(1)(A)(1) “the plaintiff must prove, generally through statistical comparisons, that the challenged practice or selection device has a substantial adverse impact on a protected group“. There are different methodologies of measuring adverse impact and whether or not the testing method resulted in “significant adverse impact” to a protected class. The EEOC’s Uniform Guidelines on Employee Selection Criteria finds an adverse impact if members of a protected class are selected at a rate less than eighty percent (80 percent) or four-fifths of that of another group. Another method is to use standard deviations—if the difference between the number of members of the protected class selected and the numbers that would be anticipated in a random selection system is more than two or three standard deviations.

So, it’s going to be very interesting what the United States Supreme Court ultimately decides in the New Haven firefighters’ case. Regardless of how the court decides in the case it certainly will be a benchmark for all future police examinations—both entry level and promotional. This is troubling because in every examination process I administer I meet with candidates and tell them, “Everyone has an equal chance walking in the door.” What I mean by this is that the testing process will be fair, objective, and valid. I have no control over what a town, city, or court does with the results of the testing process. As that famous American philosopher Yogi Berra said, “The future isn’t what is used to be.”

WRITTEN by Larry F. Jetmore at PoliceOne.com on May 21st, 2009