The Gender Participation Gap and the Politics of Pedagogy

“When it comes to silencing women, Western culture has had thousands of years of practice.”

–Mary Beard1.Mary Beard, Women & Power: A Manifesto, at xi (2017).Show More

Introduction

“Speak Up” and similar studies documented something that many thought they already knew about large law school classes: Male students talk a heck of a lot more than female students do. A recent study of the University of Virginia School of Law2.Molly Shadel, Sophie Trawalter & J.H. Verkerke, Gender Differences in Law School Classroom Participation: The Key Role of Social Context, 108 Va. L. Rev Online 30 (2022).Show More adds important nuance to this observation. The gender participation gap is not set in stone but responds to, among other things, shifts in pedagogy. For example, the gap expands when professors achieve participation by calling on the students who volunteer to answer questions at the moment they are posed, and it retracts when professors use a system for choosing in advance the students on whom they will call.3.The participation gap closes as well when class size is smaller, and it seems to be driven by concerns that the student who speaks will be the recipient of backlash. Therefore, one may hypothesize that the gap will close if the threat of backlash is removed. Seeid at 43–45.Show More Some readers may construe this finding to be an endorsement of the law-teaching technique known as the Socratic Method, an umbrella title bestowed on a motley collection of question-and-answer strategies used by law professors for the last century or so, including the technique of “cold-calling.”4.Cold-calling occurs when an instructor directs questions about assigned readings, which in large law school classes invariably consist of appellate cases, to a student whose hand is not raised and who has not been given advance notice that they will be put on the spot. Cold-calling varies in intensity in terms of the length of time the student remains on call and the complexity of the professor’s questioning, which may range from the factual to the procedural to the doctrinal to the political to the ethical.Show More Were it correct, this takeaway from the University of Virginia study would be a painful irony for the numerous women who have reported over the years that the Method, particularly a version that relies heavily on cold-calling, fosters a classroom “dynamic in which they feel that their voices were ‘stolen’ from them.”5.See Lani Guinier, Michelle Fine, Jane Balin, Ann Bartow & Deborah Lee Stachel, Becoming Gentlemen: Women’s Experiences at One Ivy League Law School, 143 U. Pa. L. Rev. 1, 4 (1994).Show More

As we read it, however, the University of Virginia study comes neither to praise nor to bury the Socratic Method and its cold-calling kin. Instead, the study reveals only that professors may help to shrink the gender gap by using a participation method that does not depend solely on the alacrity of student volunteers.6.See Shadel et al., supra note 2, at 40.Show More Cold-calling is one such method, but there are many others that law professors could adopt. Since that is the case, our agenda in this Essay is to provoke a conversation about the value of retaining cold-calling at all. Like other law professors, we have found cold-calling to be an ineffective way of teaching important topics with which some students—and, surely, some instructors too—have had painful experiences. If cold-calling impedes the teaching of materials in which many of us have the deepest interest and investment, why would we continue to use it?

For purposes of this initial foray, we assume that it is beneficial for women law students to participate in the classroom discussion, just as it is for law students who happen to be men or to be non-binary. In some cultures and contexts, talking and being heard might not be the preserve of the powerful. Instead, silence may be that which confers authority and prestige. However, in our legal profession and myriad other contemporary locations where momentous decisions are made—places ranging from the Oval Office to the boardroom to the factory floor—effective participation in public discourse is all but synonymous with political muscle.7.See Beard, supra note 1, at i–xi.Show More Although public speech may no longer be the sine qua non of masculinity, the gender participation gap reveals that it still tends to “be the business of men”8.See id. at 4.Show More and not of women. Therefore, the University of Virginia study demands that—once again—we inspect and resist pedagogical strategies and communication conventions that mute women’s voices and diminish their power in the public sphere.

The Essay proceeds as follows. We start by sketching the emergence of the cold-calling version of the Socratic Method as the dominant pedagogy in American legal education. Next, we invite readers to contemplate the challenge of using cold-calling to teach hurtful material, with specific examples drawn from teaching the law of rape. We conclude with some thoughts about how to teach such topics, based both on the data from the University of Virginia study and our own classroom experiences. In short, we offer the Essay as an agenda for future work that we hope will be done by the authors of the University of Virginia study and other commentators.

I. A Very Brief History of the Socratic Method in Law Teaching

According to received wisdom, most law schools in the United States today use some form of the Socratic Method, particularly in first-year classes.9.SeeWilliam M. Sullivan, Ann Colby, Judith Welch Wegner, Lloyd Bond & Lee S. Shulman, Educating Lawyers: Preparation for the Profession of Law 47 (2007); see alsoEdwin W. Patterson, The Case Method in American Legal Education: Its Origins and Objectives, 4. J. Legal Educ. 1, 17 (1951) (describing the key features of the Socratic Method). As William Sullivan and his colleagues declare in their report for the Carnegie Foundation for the Advancement of Teaching, the “case-dialogue method” is the “signature pedagogy” through which law schools induct new members into the field. Sullivan et al., supra, at 23–24.Show More Said to be the brainchild of Christopher Columbus Langdell, this dominant pedagogy could be, and has been, given a number of different labels, including the Socratic Method, the Case Method, the Langdell Method, and (most hilariously) the Scientific Method.10 10.See Patterson, supra note 9, at 2; Jeannie Suk Gerson, The Socratic Method in the Age of Trauma, 130 Harv. L. Rev. 2320, 2321 (2017).Show More Whatever handle you prefer, key features of the Method are said to be derived from a mode of disruptive teaching first used by Socrates in ancient Greece.11 11.See, e.g.,The Collected Dialogues of Plato 353, 359 (Edith Hamilton & Huntington Cairns eds., W.K.C. Guthrie trans., 1973) (excerpting a dialogue between Socrates and Meno). If our word allotment and time allowed, we might venture to describe the episodes in Socrates’s life and work that are relevant to the legal pedagogy with which his name is associated. However, we happily ditched that plan entirely after reading one expert’s warning that securing any image of Socrates is “difficult,” even “impossible, or at least as baffling as trying to depict an elf wearing a hat that makes him invisible.” See Soren Kierkegaard, The Concept of Irony, With Constant Reference to Socrates 50 (Lee M. Capel trans., 1965).Show More Langdell allegedly introduced the Method to law schools in 1870, and, depending on which source you read, the Method transformed law teaching with the speed either of wildfire or of molasses in winter.12 12.In a speech he gave at Harvard College’s Phillips Brooks House, K.N. Llewellyn noted that it took several decades for Langdell’s “genius” to “dent his guild” even though his pedagogy carried over many of the outworn traditions against which he himself “had rebelled.” SeeK.N. Llewellyn, On What Is Wrong with So-Called Legal Education, 35 Colum. L. Rev. 651, 661 (1935). See also Suk Gerson, supra note 10, at 2323–24.Show More Since the authorship and ascendancy of the Method are among the legal academy’s foundational myths, we here offer only a brief account of its arrival, together with anecdotal material that suggests that the coming of women law students created anxiety for the Method’s most prominent practitioners and promoters, not to mention for the women themselves.

Back in the dark days—before Harvard Law School got its act together and laid down the pedagogical law—men who desired to join the bar could travel there by more than one route. The avenues included self-directed reading and study of well-regarded legal treatises and, for those who could not buy or borrow a book, service as an apprentice to a member of the bar who had treatises of his own.13 13.Charles R. McManis, The History of First Century American Legal Education: A Revisionist Perspective, 59 Wash. U. L.Q. 597, 601–03 (1981); seealso D. Kelly Weisberg, Barred from the Bar: Women and Legal Education in the United States 1870–1890, 28 J. Legal Educ. 485, 485 (1977) (citing Chroust, The Rise of the Legal Profession in America 173 (1965)) (describing four ways colonial Americans could pursue legal education).Show More For now, we will leave unfocused the toils of the legal apprentice14 14.As is true of so many other subjects political and legal, Thomas Jefferson had something to say—and, yes, it was critical—about “the apprentice system of legal training in which he had been schooled.” McManis, supra note 13, at 604 (quoting a private letter in which Jefferson said that a legal apprenticeship “was rather a prejudice than a help”). John Adams also had bad things to say about his legal apprenticeship. See Gerard W. Gawalt, Massachusetts Legal Education in Transition, 1766–1840, 17 Am. J. Legal Hist. 27, 32 (1973).Show More as our plot commences with the creation of formal law schools and the emergence of a pedagogy that was “‘intended to exclude the traditional methods of learning law by work in a lawyer’s office, or attendance upon the proceedings of courts of justice.’”15 15.Jerome Frank, What Constitutes a Good Legal Education?, 19 ABA J. 723, 723 (1933) (citing Centennial History of the Harvard Law School 231 (Harv. L. Sch. Ass’n 1918)).Show More According to one historian of the legal profession, these developments had the effect of preserving for the “best men” the “best professional opportunities.”16 16.See Jerold S. Auerbach, Unequal Justice: Lawyers and Social Change in Modern America 14–39 (1976).Show More Apart from a few conspicuous exceptions, the “best men” were wealthy, white, and Christian.17 17.See id. at 29.Show More

The earliest law schools were proprietary. These academies provided students with the opportunity to learn the law not by reading books all on their own, but by attending lectures, “which frequently amounted to little more than a professor standing before a class reading one or two chapters from a legal treatise and which, even in the hands of a brilliant scholar, often left the majority of students in dazed incomprehension.”18 18.Anthony Chase, The Birth of the Modern Law School, 23 Am. J. Legal Hist. 329, 336–37 (1979).Show More The first and most famous proprietary school was the Litchfield Law School, which was founded by Tapping Reeve in 1784 and which allowed him to supervise the increasing number of young men who sought to apprentice themselves to him.19 19.SeeMcManis, supra note 13, at 617–18.Show More Rather than taking on apprentices one-by-one, Reeve must have thought, why not build a roomy hall where many apprentices can gather and pay me their fees to read treatises together? Eureka!

Impressed by the success of this entrepreneurial model, universities followed suit and began creating their own law schools in the opening decades of the nineteenth century. Alas, however, models of academic rigor these early law schools were not. The schools had no prerequisites whatsoever for admission, no formal plan of studies, and no examinations.20 20.See Peggy C. Davis & Elizabeth E. Steinglass, A Dialogue About Socratic Teaching, 23 NYU Rev. L. & Soc. Change 249, 261 (1997); William Epstein, The Classical Tradition of Dialectics and American Legal Education, 31 J. Legal Educ. 399, 399 (1981).Show More Students self-reported their progress on their way to earning a diploma.21 21.SeeDavis & Steinglass, supra note 20, at 261.Show More This to us unimaginable and lethargic system appears to have made university leaders worry that some law graduates might be illiterate, not to mention incompetent to represent clients in even the most basic legal matters.22 22.See Brainerd Currie, The Materials of Law Study, 3. J. Legal Educ. 331, 368–72 (1951).Show More While it is impossible to know what Langdell actually was thinking about this sorry state of affairs—some commentators have remarked that he wrote very little and said even less about the voyages that our histories associate with his name23 23.See McManis, supra note 13, at 636.Show More—it is plausible to infer that he too had some misgivings. Appointed Dean of the Harvard Law School in 1870, Langdell’s first order of business was curricular and pedagogical reform.

Langdell busied himself. He drew up a roster of required classes, instituted mandatory final exams, and wrote a Contracts casebook. But it is his work in the classroom for which he is most celebrated, and it is the remnants of that pedagogy that concern us here. According to Langdell, law is “a science” that students are to master “by studying the cases in which it is embodied”24 24.See C.C. Langdell, A Selection of Cases on the Law of Contracts, at vi (1871).Show More and by participating one-by-one in teacher-initiated question-and-answer sessions to work out for themselves the significance of those cases.25 25.See Patterson, supra note 9, at 17–19.Show More And so, it is said, it came to pass that law students ceased absorbing legal knowledge solely by reading treatises, and law professors ceased imparting legal knowledge solely by lecturing. The case-dialogue strategy was born, and its “logical structure and pedagogical drama” became the distinctive teaching technology used in virtually every American law school.26 26.See Sullivan et al., supra note 9, at 48; see also Davis & Steinglass, supra note 21, at 263–64 (explaining the genesis of Langdell’s teaching style).Show More

As is true of most complex and useful technologies, the Method’s angels and devils are in its details. As William Sullivan and his colleagues asked when preparing their report on legal pedagogy for the Carnegie Foundation for the Advancement of Teaching, one crucial question is: “How is it done?”27 27.See Sullivan et al., supra note 9, at 47.Show More Although the Method is practiced in a variety of ways, researchers claim—and we have found—that it generally proceeds as follows. Aided by a classroom seating chart, the professor calls on students one-by-one and asks them a range of questions about cases they were assigned to read before they arrived in class. Often, the on-call student has the impression that their name was picked out of a hat, and that may well be true. Probably, the professor will ask that student to recite the facts of the case, its procedural posture, and the rule it articulates. The professor likely will pose for the student a number of hypothetical problems that are designed to test their grasp on the meaning and boundaries of the rule in the principal case. The professor usually sticks with one student for a considerable time before letting the first one off the hook and turning to another.

There is a consensus that the pedagogy accomplishes a lot of things well. It allows law schools to gather a large number of students in a single classroom and train them there to think in at least one of the important ways that lawyers supposedly are supposed to think. The Method also offers students the opportunity to work out the answers for themselves, to see that one question may have more than one “correct” answer, and to understand that lawyers assist courts to arrive at the truth of the matters before them by reducing complex lived experiences into stripped-down narratives in which human beings are presented as legal strategizers.28 28.See id. at 63.Show More Cold-calling also is said to duplicate the public speaking experience that students will need after they graduate.

Over the years, law students and law professors have raised objections to many different aspects of the cold-calling pedagogy. We here offer just a brief summary of a few relevant criticisms from this vast literature. Some students find the Method to be useful as a means of learning to articulate an idea aloud under pressure, but others experience it as a sort of ritualized hazing, whose primary purpose is to indoctrinate them into the elite ranks of a professional hierarchy.29 29.See id. at 2 (noting that for some students, “there is often excitement,” while others experience the method as a “game of ‘hide the ball”), 57 (citing the Best Practices for Legal Education project, which argues that case-dialogue teaching can be used as a “tool for humiliating or embarrassing students”).Show More In a book based on essays he wrote while a student at Yale Law School, Harvard Law professor Duncan Kennedy famously described the Socratic law classroom as follows:

The classroom is hierarchical with a vengeance, the teacher receiving a degree of deference and arousing fears that remind one of high school rather than college. The sense of autonomy one has in a lecture—with the rule that you must let the teacher drone on without interruption, balanced by the rule that he can’t do anything to you—is gone. In its place is a demand for pseudo-participation in which one struggles desperately, in front of a large audience, to read a mind determined to elude you.30 30.Duncan Kennedy, Legal Education and the Reproduction of Hierarchy, 32 J. Legal Educ. 591, 593 (1982) [hereinafter Kennedy, Legal Education]; see Duncan Kennedy, How the Law School Fails: A Polemic, Yale Rev. L. & Soc. Action, Spring 1970, at 71, 72–73.Show More

According to Kennedy, the Socratic Method reinforces and replicates hierarchy. It places the professors at the top of the heap, teaching students to respond cheerfully to humiliation by an authoritarian figure—behavior that they will reproduce once they enter the profession of law. Students are also ranked based on grades, teaching the “inevitability and also the justice of hierarchy,” when in fact the hierarchy is false and unnecessary.31 31.Kennedy, Legal Education, supra note 30, at 600.Show More Kennedy writes that students are further incapacitated because the Socratic classroom fails to teach practical lawyering skills, leaving students with little understanding of how to acquire them and without a clear career path other than to join a large law firm, where presumably they will learn the rest of what they need to know.32 32.Id. at 601.Show More To Kennedy, the value of the Socratic Method in teaching a student to “think like a lawyer” is outweighed by the lessons it also transmits in succumbing to, and then replicating, a dangerous hierarchy.

In their report, Sullivan and his co-authors echoed Kennedy’s concerns about how well the Socratic Method actually imparts basic lawyering skills.33 33.SeeSullivan et al., supra note 9, at 76.Show More Reading cases and answering questions about them offers students practice in analytical thinking, teaching them to be good law clerks or academics or judges. But it does not offer useful practice in other essential skills that make up the professional activity of being a lawyer, such as collaboration, communication, listening, or advocacy, let alone how to gain an understanding of the social context and cultural expectations of what it means to be a lawyer.34 34.Id. at 187–88, 197–98.Show More Sullivan and his colleagues emphasized the declining trust in the legal profession and the erosion of morale among attorneys, which they believe arise because “law school typically blares a set of salient, if unintentional, messages that undercut the likely success of efforts to make students more attentive to ethical matters.”35 35.Id. at 31.Show More They connect this falling-off directly to the Socratic Method, which requires students to set moral norms aside, and teaches them that the safest and quickest route to professional success is to compete, rather than collaborate, with each other.

In her powerful critique of the Socratic Method, Kimberlé Williams Crenshaw of Columbia Law School observes that the pedagogy requires students to take a “neutral” stance that privileges the dominant white male perspective.36 36.SeeKimberlé Williams CrenshawForeword: Toward a Race-Conscious Pedagogy in Legal Education, 11 Nat’l Black L.J. 1, 2–3 (1988).Show More To adopt that allegedly “objective” point of view, students must discard their own lived experiences and reactions. Answering a question in a Socratic classroom is anxiety-provoking for just about anyone. Mandated to do so while also being required to assume a stance that denies one’s own identity multiplies this stress and imposes extra burdens on women and students of color.37 37.Id.Show More

A recent study of gender dynamics at the University of Virginia School of Law found that women, more than men, dislike the Socratic Method.38 38.SeeShadel et al., supranote 2,at 44.Show More One crucial finding of the study is that women are more likely to be subject to backlash than are men for speaking in class and that the Method triggers greater perceived costs for women because of that backlash. Similarly, studies of student experiences at Harvard, Yale, the University of Chicago, and the University of Pennsylvania point specifically to the Socratic Method as a likely cause of the gender differences in experiences by law students.39 39.SeeAdam Neufeld, Costs of an Outdated Pedagogy? Study on Gender at Harvard Law School, 13 J. Gender, Soc. Pol’y & L. 511, 536 (2005); Yale Law Women, Yale Law School Faculty and Students Speak Up about Gender: Ten Years Later 13(2012); Mallika Balachandran, Roisin Duffy-Gideon & Hannah Gelbort, Speak Now: Results of a One-Year Study of Women’s Experiences at the University of Chicago Law School, 2019 U. Chi. Legal F. 647, 661–62; Lani Guinier et al., Becoming Gentlemen: Women, Law School, and Institutional Change 13 (1997).Show More However, the University of Virginia study also showed that the Socratic Method closed participation gaps in speaking. In classes in which the professor called on students, men and women spoke in measures roughly proportional to their enrollment numbers in the class. By contrast, in classes in which participation was driven by volunteers, men dominated the class time.40 40.See Shadel et al., supra note 2, at 40.Show More

At the end of the day, our assessment of the Socratic Method is mixed. It can be an active way for students to engage with difficult and unfamiliar material. It can offer students the opportunity to practice analytical thinking and articulating their ideas aloud. It can encourage equal participation in classroom discussion between men and women when used systematically. It can also cause intense anxiety in students, which can obstruct their ability to learn. It can reinforce pernicious hierarchies. It can be used to inflict harm. And it may not be the best tool to teach some of the subjects that lawyers most need to learn. With these issues in mind, we turn now to a discussion about teaching the law of rape.

II. Teaching the Law of Rape

When the Socratic Method was adopted in 1870, law schools, like the legal profession itself, were “masculine sanctuar[ies].”41 41.See Cynthia Fuchs Epstein, Women in Law 38 (4th ed. 2012); Michael Grossberg, Institutionalizing Masculinity: The Law as a Masculine Profession,in Meanings for Manhood: Constructions of Masculinity in Victorian America 133, 134–35, 143–44 (Mark C. Carnes & Clyde Griffen eds., 1990).Show More At that time, women had just started seeking admission to the bar, as well as access to the educational portals that led there. Institutional leaders were not keen to bring women on board, putting forward a range of arguments about women’s unfitness for higher education in general and for law training in particular. As for why women should be excluded from higher education, the claims ranged from the notion that women’s health—especially their reproductive capacities—would be destroyed if some of their vital energy was spent studying to the idea that women lacked the necessary cognitive function for complex intellectual work to the proposition that nature had designed women only for service in the home and other domestic spaces.42 42.See Edward H. Clarke, Sex in Education; Or, A Fair Chance for Girls 21–29 (1873). To be fair to Dr. Clarke, just as he wanted to be fair to the girls, he believed that “[t]he real question is not, Shall women learn the alphabet? but How shall they learn it?” Id. at 16.Show More As for why women should not be trained to practice law, a prominent and recurring explanation was that women would be rendered unfit for their role as virtuous wives and mothers if they were exposed to legal speech, especially to legal speech about sex.43 43.As the Supreme Court of Wisconsin proclaimed in 1875 when denying Lavinia Goodell’s motion for admission to the bar:There are many employments in life not unfit for female character. The profession of the law is surely not one of these . . . . Nature has tempered woman as little for the juridical conflicts of the court room, as for the physical conflicts of the battle field. Womanhood is moulded for gentler and better things. And it is not the saints of the world who chiefly give employment to our profession. It has essentially and habitually to do with all that is selfish and malicious, knavish and criminal, coarse and brutal, repulsive and obscene, in human life. It would be revolting to all female sense of the innocence and sanctity of their sex, shocking to man’s reverence for womanhood and faith in woman, on which hinge all the better affections and humanities of life, that woman should be permitted to mix professionally in all the nastiness of the world which finds its way into courts of justice.In re Goodell, 39 Wis. 232, 245–46 (1875).Show More Law school deans, faculty, and students also expressed concern that the sight, sound, and scent of women would be distracting to male students and that the admission of a woman would have the effect of denying a precious seat to a man.44 44.Epstein, supranote 41, at 38–40, 49.Show More However, as has proved to be their way, women just kept knocking on the door. In the late nineteenth and early twentieth century, women started gaining admission to law schools throughout the country, including a select few who were allowed to enroll at the University of Virginia School of Law in 1920, Columbia Law School in 1928, and Harvard Law School in 1950.45 45.Id.at 38;see alsoCommon Law, Teaching the Law of Sexual Assault (Mar. 3, 2020),https://www.law.virginia.edu/commonlaw/show-notes-teaching-law-sexual-assault [https://perma.cc/4R2Y-5A43] (describing the experiences and successes of the women who were among the first female students to graduate from law schools in the country).Show More

When called upon to explain why Harvard finally threw in the towel on women, Dean Erwin Griswold gave a grudging statement that may have provided some solace to those of his constituents who remained opposed to women’s presence:

It does not seem to me that this particular development is either very important or very significant. Most of us have seen women from time to time during our lives, and have managed to survive the shock. We have even had a few around Langdell and Austin Halls for a good many years now, with no serious consequences. . . . I think we can take it, and I doubt if it will change the character of the School or even its atmosphere to any detectable extent. As of today, I doubt if this change alone will require any of our faculty members to revise many of their lectures.46 46.SeeErwin N. Griswold, Developments at the Law School, 1950 Harv. L. Sch. Y.B. 10.Show More

Just as Griswold predicted, law schools did not swiftly reform their curricular requirements or pedagogical strategies in response to the coming of women. And some of the earliest changes that did take place seem to have been calculated to mute women’s full participation.

For example, women in some law school classes were silenced by a simple expedient: Their professors did not call on them at all.47 47.See Epstein, supra note 41, at 51.Show More Perhaps, these professors did not expect that women would function as strong or shiny foils in the professor-led classroom “banter” through which—among other things—“the professor demonstrates his verbal virtuosity.”48 48.See id.Show More Or professors may have wanted to “spare” women from the embarrassment of breaking down under the pressure of a cold call.49 49.See id. (reporting that one respondent stated that, as of 1969, “[e]ven the most liberal professors rarely called on women, and when they did, hurried to get on to a man whom they could harass without fear of provoking overt (i.e. feminine) emotional collapse”).Show More Then too, still other professors may have avoided calling on the women because they suspected what the women themselves knew, i.e., that the women were capable of doing analytical work as accomplished as that of their male peers.50 50.See Shadel et al., supra note 2, at 39.Show More

For other professors, the whole point of calling on women was to humiliate them. According to many women, their professors hosted what were known as “Ladies’ Days,” an institution common in many schools until the 1960s. During these classes, women students were called on to recite for the purpose of providing “entertainment,” or a special play within the larger Socratic play for the amusement of their male professors and male classmates.51 51.See Epstein, supra note 41, at 51–52.Show More As late as the mid-1960s, one professor would kick off his Ladies’ Day by saying, “Will all the little virgins please come to the front of the room.”52 52.See id. at 51.Show More Surely, the women must have felt somewhat anxious about the nature and content of the exercise to which they were being summoned, but, after the passing of the first Ladies’ Day or two, everyone knew what was coming their way. For these sessions, professors pulled together—and examined the women about—“all the embarrassing and difficult-to-discuss problems” thought to be of special interest to women, such as the “intricacies of dower.”53 53.See id. at 51–52.Show More

Rape was another topic that seems to have provided plenty of humorous fodder for the Ladies’ Day spectacles. The law of rape itself was not included in the curriculum when women first arrived in law schools, but rape cases tended to appear at various points in the criminal law syllabus as vehicles for analyzing the mechanics of “general” problems, such as the exculpatory power of so-called “mistake of fact” defenses.54 54.It is in large part thanks to Nancy Erickson that rape began to be covered as a topic in its own right. In the mid-1980s, Erickson, then a professor at the Ohio State Law School, surveyed criminal law case books and professors to determine what was being taught in their classes. She found that the vast majority of criminal law case books did not cover rape at all, or touched on the topic only marginally, as part of other subjects. See Nancy S. Erickson, Final Report: “Sex Bias in the Teaching of Criminal Law,” 42 Rutgers L. Rev. 309, 345–46 (1990).Show More One professor used the sessions as an opportunity to investigate the nature of the actus reus of rape, questioning the women who were on call about “the degree of penile penetration required” to constitute the crime.55 55.See Epstein, supra note 41, at 51. In 1968, women students at Harvard Law School took it upon themselves to put an end to Ladies’ Day. Knowing that the questioning was sure to include a property case that had something to do with underwear, at the end of the session, the women pulled lingerie from their briefcases and threw it at the professor. And that was that. See id. at 52.Show More Over time, we believe, these formal Ladies’ Days have faded entirely from the scene, but classroom conversations about rape have remained uncomfortable for women students to navigate in part because of their perception that professors are treating the topic cavalierly or belligerently. According to students who contributed to a recent profile of a prominent criminal law professor at Harvard, his classroom discussions in the 1990s returned repeatedly to the subject of rape, even when the topic was not on the syllabus, and he tended to emphasize convoluted and sexist theories for finding that the accused man had made a reasonable mistake about his partner’s consent.56 56.See Connie Bruck, Alan Dershowitz, Devil’s Advocate, The New Yorker (July 29, 2019), https://www.newyorker.com/magazine/2019/08/05/alan-dershowitz-devils-advocate, [https://perma.cc/7CYT-CVE6].Show More Finally, a woman student raised her hand in class and “said, essentially, O.K., enough rape examples! There are women in this class who have been raped. Can we move on to something else?” According to other students in the room, the professor did not take kindly to this intervention.57 57.One male student recounted that the professor’s “hair just caught on fire . . . He seemed to take that as a challenge to his authority, and he made it clear he was going to teach what he wanted to teach.” Id.Show More

We don’t know how long these sorts of stories have stuck in students’ minds. At least in some classrooms—including perhaps one of ours—students seem to perceive that the days devoted to studying the law of rape will serve some of the same functions as the Ladies’ Days did. Today, our students call those days “Rape Week,” a label that is challenging for us to interpret as an improvement.58 58.SeeKatie J.M. Baker, Teaching Rape Law in the Age of the Trigger Warning,BuzzFeed News (Apr. 3, 2015), https://www.buzzfeednews.com/article/katiejmbaker/teaching-rape-law-in-the-age-of-the-trigger-warning, [https://perma.cc/Y4WZ-4KAB].Show More More to the point, we keep reading and being told directly that students do fear their arrival at this point in the criminal law syllabus, and they are asking for our help.

Some professors seem inclined to throw in the towel on teaching rape.59 59.See id.;Jeannie Suk Gersen, The Trouble with Teaching Rape Law, The New Yorker (Dec. 15, 2014), https://www.newyorker.com/news/news-desk/trouble-teaching-rape-law. [https://perma.cc/AQT5-TCAU].Show More In our estimation, that would be a big loss because rape is among the most dynamic areas in the criminal law curriculum in terms of law reform and the public has a deep interest in the topic. After all, most people want to—and do—have sex, and rape law speaks directly to the question of whether—and under what circumstances—our sexual activity is lawful or unlawful. And because so many people have themselves been survivors of rape, it is likely that some of those survivors are present in the classroom. They have a personal stake in the discussion and in what reforms should look like. Handled poorly, classroom conversations about rape can be quite difficult because those conversations remind those students about—and perhaps cause them to re-experience—the painful events that we are aiming to eliminate. Surely, we can do better.

III. What Now?

We propose that it is essential to continue to teach topics that, like rape, are legally, politically, and culturally loaded. It is equally essential to teach these subjects carefully so that professors and students have a shot at studying the material free from the special anxieties its coverage historically has created for women entrants to this masculine citadel. We know that if a discussion is left uncontrolled, men are more likely to speak than women. For this topic, like so many others, women’s voices are critical to the conversation. For these reasons, we believe that it is important for professors to be mindful of the students’ experiences in the classroom, and to be intentional in their pedagogical choices.

Cold-calling is an ineffective way to teach topics like rape. This pedagogy ends up being “cold” along at least two different dimensions. First, the student experience can be quite chilly.60 60.SeeBernice Resnick Sandler, Lisa A. Silverberg & Roberta M. Hall, The Chilly Classroom Climate: A Guide to Improve the Education of Women 38 (1996).Show More Cold-calls are cold because they take students by surprise, requiring them to answer the questions of the professor in front of their classmates. Public speaking is an activity that makes most people anxious. Being forced to do it without advance notice—and about a topic in which the speaker has little expertise and almost no language—compounds the pressure. Indeed, this is the stuff of actual nightmares. If the student has personal experience with the subject matter at hand, the student’s pain is likely to be multiplied. Because a cold call is public, there is no way for the student to opt out of the discussion privately—even the request to “pass” becomes a public moment, and sometimes a moment of humiliation for the student. That student certainly will not have learned anything about the material from such an interaction, nor is it likely to foster cheerful participation from the rest of the students.

Second, cold-calling and the Socratic Method generally can also be “cold” in that the practices usually require students to strip away their own human reactions to material in the process of extracting a legal principle from the cases they are reading. Pain lies below the surface of every case we read in law school—at the heart of each case, something has gone terribly wrong, leading to a lawsuit. When we learn to “think like a lawyer,” we may be learning to treat human beings as legal abstractions. An injured child is “the plaintiff.” A dead child is part of “an estate.” Gruesome torts and contracts cases become the stuff of in-class jokes. In an effort to master the doctrine, we sometimes lose sight of our own human intuition and sympathies.

No, we are not recommending that law school classes should become group therapy sessions, though more and more law schools are including professional counselors on their administrative staffs. Certainly, students must learn how to master the art of legal analysis. Discussions centered only on students’ intuitions about and personal reactions to the topic at hand are insufficient. However, as Kennedy and Crenshaw note, our law schools are now, thankfully, populated by students with myriad backgrounds and perspectives. The ostensibly “objective” perspective of an appellate judge or the author of the casebook being used in class is sure to be inconsistent with the lived experiences of many of our students and the communities from which they come. Requiring students to sublimate their experiences—to behave as if there is no humanity at play here—unfairly burdens the students with the highest stakes in the material and is likely to impede their ability to learn.61 61.See Crenshaw, supra note 36, at 3; Kennedy, Legal Education, supra note 30, at 594–95.Show More

So, if conventional cold-calling should be off the table, what should you do? Start with the obvious: Faculty teaching cases about painful and all-too-common experiences such as rape—and, really, all other topics in law school—should keep in mind their objectives, what they are hoping their pedagogy may achieve.

For our part, first, we want to teach students to engage in analytical thinking. The Socratic Method can help achieve that goal in that it offers students the opportunity to have focused and disciplined conversations about the material. However, there is no reason that the conversation needs to happen without notice. A system in which students know when they will be expected to speak leads to better preparation and often a better classroom discussion. Then too, professors can give students guidance about the general or particular questions that will be explored in class so that they can be prepared to do a decent job. Moreover, the conversation need not be between one student and the professor. Allowing or requiring students to speak to one another in pairs or groups—before or during the classroom session—can be beneficial as well.

Second, we want to teach students to be able to articulate their ideas aloud. With that goal in mind, a single cold-call is counterproductive. Speaking up is more easily done with practice. In a class that fosters active conversation, students have practice at expressing their ideas, and they will get better at it. A class in which a student is only called upon to speak once does not offer that student an opportunity to practice, and that single recitation feels magnified because it is a stand-alone experience. Ideally, all law school classes would be smaller in size to offer students multiple opportunities to speak—the University of Virginia study shows that classes of 30 or less result in more gender parity in conversation.62 62.See Shadel et al., supra note 2, at 35.Show More In larger classes, it is helpful to give students notice when they will be on call so that they are more likely to be able to answer questions effectively and feel good about the experience.

We also suggest that the conversation will be better if the students are made aware of their responsibility for their contributions to the dialogue. This may require a professor and the students to spend time at the start of a course agreeing on norms that encourage classroom participation, so that students understand that they empower themselves by speaking and take it as part of their job to unlearn patterns of disengagement.63 63.See, e.g.,Crenshaw, supra note 366, at 13.Show More Such a conversation also offers the professor the opportunity to remove some of the threat of backlash that women in the classroom might face for speaking up by framing participation as a requirement of the class. It can be very useful for a professor to create a schedule of when students are expected to speak so that the “job” of who is speaking is clear.

Third, we want to teach students to manage the human side of what it means to be a lawyer. Just as a doctor must learn to treat a suffering patient without falling apart in the face of that patient’s pain, so too a lawyer must be able to manage the emotions at play when a client needs help. If we use the Socratic Method to teach students to dehumanize their clients or to ignore their own human intuitions and experiences, then we are not teaching them to be effective lawyers. We suggest foregrounding the emotional component of the topic—to state explicitly that the legal principles are not the only things that are important about these cases. It is useful for students to be reminded that these cases are about human beings, and by exploring them, we are trying to make the law a tool that can make things better in these traumatic situations. By tackling hard cases, students are practicing managing their own emotions so that they can think strategically. Students should also have the right to opt out of being on call if a public recitation about a subject would impede their learning, privately and without penalty. Lawyers are able to avoid certain kinds of cases if they choose to. Law students should have similar freedom.

Sometimes, the silent students have the most useful insights. Their participation lights up the whole classroom and, with it, the legal world. That is why we believe that it behooves professors to design classes that encourage student participation from the beginning, so that students feel comfortable speaking and listening to one another. It is possible to create an environment in which a student will choose to speak, which benefits both the student and the class as a whole. It is the job of the professor to take on the challenge of creating such an environment.

  1. * We are indebted to Rip Verkerke and Sophie Trawalter for their insights into gender-related classroom dynamics and for working tirelessly for almost a decade on their study investigating this issue, and also to Naomi Cahn for sharing her wisdom and experiences.
  2. Mary Beard, Women & Power: A Manifesto, at xi (2017).
  3. Molly Shadel, Sophie Trawalter & J.H. Verkerke, Gender Differences in Law School Classroom Participation: The Key Role of Social Context, 108 Va. L. Rev Online 30 (2022).
  4. The participation gap closes as well when class size is smaller, and it seems to be driven by concerns that the student who speaks will be the recipient of backlash. Therefore, one may hypothesize that the gap will close if the threat of backlash is removed. See id at 43–45.
  5. Cold-calling occurs when an instructor directs questions about assigned readings, which in large law school classes invariably consist of appellate cases, to a student whose hand is not raised and who has not been given advance notice that they will be put on the spot. Cold-calling varies in intensity in terms of the length of time the student remains on call and the complexity of the professor’s questioning, which may range from the factual to the procedural to the doctrinal to the political to the ethical.
  6. See Lani Guinier, Michelle Fine, Jane Balin, Ann Bartow & Deborah Lee Stachel, Becoming Gentlemen: Women’s Experiences at One Ivy League Law School, 143 U. Pa. L. Rev. 1, 4 (1994).
  7. See Shadel et al., supra note 2, at 40.
  8. See Beard, supra note 1, at i–xi.
  9. See id. at 4.
  10. See William M. Sullivan, Ann Colby, Judith Welch Wegner, Lloyd Bond & Lee S. Shulman, Educating Lawyers: Preparation for the Profession of Law 47 (2007); see also Edwin W. Patterson, The Case Method in American Legal Education: Its Origins and Objectives, 4. J. Legal Educ. 1, 17 (1951) (describing the key features of the Socratic Method). As William Sullivan and his colleagues declare in their report for the Carnegie Foundation for the Advancement of Teaching, the “case-dialogue method” is the “signature pedagogy” through which law schools induct new members into the field. Sullivan et al., supra, at 23–24.
  11. See Patterson, supra note 9, at 2; Jeannie Suk Gerson, The Socratic Method in the Age of Trauma, 130 Harv. L. Rev. 2320, 2321 (2017).
  12. See, e.g.,The Collected Dialogues of Plato 353, 359 (Edith Hamilton & Huntington Cairns eds., W.K.C. Guthrie trans., 1973) (excerpting a dialogue between Socrates and Meno). If our word allotment and time allowed, we might venture to describe the episodes in Socrates’s life and work that are relevant to the legal pedagogy with which his name is associated. However, we happily ditched that plan entirely after reading one expert’s warning that securing any image of Socrates is “difficult,” even “impossible, or at least as baffling as trying to depict an elf wearing a hat that makes him invisible.” See Soren Kierkegaard, The Concept of Irony, With Constant Reference to Socrates 50 (Lee M. Capel trans., 1965).
  13. In a speech he gave at Harvard College’s Phillips Brooks House, K.N. Llewellyn noted that it took several decades for Langdell’s “genius” to “dent his guild” even though his pedagogy carried over many of the outworn traditions against which he himself “had rebelled.” See K.N. Llewellyn, On What Is Wrong with So-Called Legal Education, 35 Colum. L. Rev. 651, 661 (1935). See also Suk Gerson, supra note 10, at 2323–24.
  14. Charles R. McManis, The History of First Century American Legal Education: A Revisionist Perspective, 59 Wash. U. L.Q. 597, 601–03 (1981); see also D. Kelly Weisberg, Barred from the Bar: Women and Legal Education in the United States 1870–1890, 28 J. Legal Educ. 485, 485 (1977) (citing Chroust, The Rise of the Legal Profession in America 173 (1965)) (describing four ways colonial Americans could pursue legal education).
  15. As is true of so many other subjects political and legal, Thomas Jefferson had something to say—and, yes, it was critical—about “the apprentice system of legal training in which he had been schooled.” McManis, supra note 13, at 604 (quoting a private letter in which Jefferson said that a legal apprenticeship “was rather a prejudice than a help”). John Adams also had bad things to say about his legal apprenticeship. See Gerard W. Gawalt, Massachusetts Legal Education in Transition, 1766–1840, 17 Am. J. Legal Hist. 27, 32 (1973).
  16. Jerome Frank, What Constitutes a Good Legal Education?, 19 ABA J. 723, 723 (1933) (citing Centennial History of the Harvard Law School 231 (Harv. L. Sch. Ass’n 1918)).
  17. See Jerold S. Auerbach, Unequal Justice: Lawyers and Social Change in Modern America 14–39 (1976).
  18. See id. at 29.
  19. Anthony Chase, The Birth of the Modern Law School, 23 Am. J. Legal Hist. 329, 336–37 (1979).
  20. See McManis, supra note 13, at 617–18.
  21. See Peggy C. Davis & Elizabeth E. Steinglass, A Dialogue About Socratic Teaching, 23 NYU Rev. L. & Soc. Change 249, 261 (1997); William Epstein, The Classical Tradition of Dialectics and American Legal Education, 31 J. Legal Educ. 399, 399 (1981).
  22. See Davis & Steinglass, supra note 20, at 261.
  23. See Brainerd Currie, The Materials of Law Study, 3. J. Legal Educ. 331, 368–72 (1951).
  24. See McManis, supra note 13, at 636.
  25. See C.C. Langdell, A Selection of Cases on the Law of Contracts, at vi (1871).
  26. See Patterson, supra note 9, at 17–19.
  27. See Sullivan et al., supra note 9, at 48; see also Davis & Steinglass, supra note 21, at 263–64 (explaining the genesis of Langdell’s teaching style).
  28. See Sullivan et al., supra note 9, at 47.
  29. See id. at 63.
  30. See id. at 2 (noting that for some students, “there is often excitement,” while others experience the method as a “game of ‘hide the ball”), 57 (citing the Best Practices for Legal Education project, which argues that case-dialogue teaching can be used as a “tool for humiliating or embarrassing students”).

  31. Duncan Kennedy, Legal Education and the Reproduction of Hierarchy, 32 J. Legal Educ. 591, 593 (1982) [hereinafter Kennedy, Legal Education]; see Duncan Kennedy, How the Law School Fails: A Polemic, Yale Rev. L. & Soc. Action, Spring 1970, at 71, 72–73.
  32. Kennedy, Legal Education, supra note 30, at 600.
  33. Id. at 601.
  34. SeeSullivan et al., supra note 9, at 76.
  35. Id. at 187–88, 197–98.
  36. Id. at 31.
  37. See Kimberlé Williams CrenshawForeword: Toward a Race-Conscious Pedagogy in Legal Education, 11 Nat’l Black L.J. 1, 2–3 (1988).
  38. Id.
  39. See Shadel et al., supra note 2, at 44.
  40. See Adam Neufeld, Costs of an Outdated Pedagogy? Study on Gender at Harvard Law School, 13 J. Gender, Soc. Pol’y & L. 511, 536 (2005); Yale Law Women, Yale Law School Faculty and Students Speak Up about Gender: Ten Years Later 13 (2012); Mallika Balachandran, Roisin Duffy-Gideon & Hannah Gelbort, Speak Now: Results of a One-Year Study of Women’s Experiences at the University of Chicago Law School, 2019 U. Chi. Legal F. 647, 661–62; Lani Guinier et al., Becoming Gentlemen: Women, Law School, and Institutional Change 13 (1997).
  41. See Shadel et al., supra note 2, at 40.
  42. See Cynthia Fuchs Epstein, Women in Law
    38

    (4th ed. 2012); Michael Grossberg, Institutionalizing Masculinity: The Law as a Masculine Profession, in Meanings for Manhood: Constructions of Masculinity in Victorian America 133, 134–35, 143–44 (Mark C. Carnes & Clyde Griffen eds., 1990).

  43. See Edward H. Clarke, Sex in Education; Or, A Fair Chance for Girls 21–29 (1873). To be fair to Dr. Clarke, just as he wanted to be fair to the girls, he believed that “[t]he real question is not, Shall women learn the alphabet? but How shall they learn it?” Id. at 16.
  44. As the Supreme Court of Wisconsin proclaimed in 1875 when denying Lavinia Goodell’s motion for admission to the bar:There are many employments in life not unfit for female character. The profession of the law is surely not one of these . . . . Nature has tempered woman as little for the juridical conflicts of the court room, as for the physical conflicts of the battle field. Womanhood is moulded for gentler and better things. And it is not the saints of the world who chiefly give employment to our profession. It has essentially and habitually to do with all that is selfish and malicious, knavish and criminal, coarse and brutal, repulsive and obscene, in human life. It would be revolting to all female sense of the innocence and sanctity of their sex, shocking to man’s reverence for womanhood and faith in woman, on which hinge all the better affections and humanities of life, that woman should be permitted to mix professionally in all the nastiness of the world which finds its way into courts of justice.In re Goodell, 39 Wis. 232, 245–46 (1875).
  45. Epstein, supra note 41, at 38–40, 49.
  46. Id. at 38; see also Common Law, Teaching the Law of Sexual Assault (Mar. 3, 2020), https://www.law.virginia.edu/commonlaw/show-notes-teaching-law-sexual-assault [https://perma.cc/4R2Y-5A43] (describing the experiences and successes of the women who were among the first female students to graduate from law schools in the country).
  47. See Erwin N. Griswold, Developments at the Law School, 1950 Harv. L. Sch. Y.B. 10.
  48. See Epstein, supra note 41, at 51.
  49. See id.
  50. See id. (reporting that one respondent stated that, as of 1969, “[e]ven the most liberal professors rarely called on women, and when they did, hurried to get on to a man whom they could harass without fear of provoking overt (i.e. feminine) emotional collapse”).
  51. See Shadel et al., supra note 2, at 39.
  52. See Epstein, supra note 41, at 51–52.
  53. See id. at 51.
  54. See id. at 51–52.
  55. It is in large part thanks to Nancy Erickson that rape began to be covered as a topic in its own right. In the mid-1980s, Erickson, then a professor at the Ohio State Law School, surveyed criminal law case books and professors to determine what was being taught in their classes. She found that the vast majority of criminal law case books did not cover rape at all, or touched on the topic only marginally, as part of other subjects. See Nancy S. Erickson, Final Report: “Sex Bias in the Teaching of Criminal Law,” 42 Rutgers L. Rev. 309, 345–46 (1990).
  56. See Epstein, supra note 41, at 51. In 1968, women students at Harvard Law School took it upon themselves to put an end to Ladies’ Day. Knowing that the questioning was sure to include a property case that had something to do with underwear, at the end of the session, the women pulled lingerie from their briefcases and threw it at the professor. And that was that. See id. at 52.
  57. See Connie Bruck, Alan Dershowitz, Devil’s Advocate, The New Yorker (July 29, 2019), https://www.newyorker.com/magazine/2019/08/05/alan-dershowitz-devils-advocate, [https://perma.cc/7CYT-CVE6].
  58. One male student recounted that the professor’s “hair just caught on fire . . . He seemed to take that as a challenge to his authority, and he made it clear he was going to teach what he wanted to teach.” Id.
  59. See Katie J.M. Baker, Teaching Rape Law in the Age of the Trigger Warning, BuzzFeed News (Apr. 3, 2015), https://www.buzzfeednews.com/article/katiejmbaker/teaching-rape-law-in-the-age-of-the-trigger-warning, [https://perma.cc/Y4WZ-4KAB].
  60. See id.; Jeannie Suk Gersen, The Trouble with Teaching Rape Law, The New Yorker (Dec. 15, 2014), https://www.newyorker.com/news/news-desk/trouble-teaching-rape-law. [https://perma.cc/AQT5-TCAU].
  61. See Bernice Resnick Sandler, Lisa A. Silverberg & Roberta M. Hall, The Chilly Classroom Climate: A Guide to Improve the Education of Women 38 (1996).
  62. See Crenshaw, supra note 36, at 3; Kennedy, Legal Education, supra note 30, at 594–95.
  63. See Shadel et al., supra note 2, at 35.
  64. See, e.g., Crenshaw, supra note 366, at 13.

Foreword

This symposium about the future of legal pedagogy could not be more timely. Its four thought-provoking papers raise a constellation of questions about how law schools educate lawyers and toward what purposes. These papers describe and assess the impact of the shifting demographics of law students and faculty and the variety of life experiences these students and teachers bring with them to law school. They highlight different approaches to pedagogy and how those approaches can better train students for effective and humane advocacy. They argue for the need to historicize and contextualize the law in order to understand its power, its impact on people, and how it operates in the world.

At their core, these essays grapple with the question—still ongoing many years after women and people of color began attending law schools in significant numbers—of how institutions adapt when the people who inhabit them change. According to the American Bar Association, in the fall of 2021, women made up more than 56% of first-year law students. One in three entering law students are students of color.1.Statistics: ABA Required Disclosures, A.B.A., https://www.americanbar.org/groups/‌legal_‌education/‌resources/statistics/ [https://perma.cc/UDF8-P4LP] (last visited Feb. 14, 2022) (download spreadsheet titled “2021 1L Enrollment by Gender & Race/Ethnicity”).Show More Law students are LGBTQ+ and veterans, first-generation and low-income. They are students with disabilities and students from all over the world. Unsurprisingly, they arrive at law school with a far wider array of personal experiences than ever before.

So too do the faculty who teach these students. Drawn largely from the ranks of these increasingly diverse law graduates, faculty are also more diverse—although still far less so than the student population.2.In 2011, 40% of full-time law faculty were women and 17% were minorities; in 2021, 46% of full-time law faculty were women and 22% were minorities. Compare 509 Required Disclosures, A.B.A., https://www.abarequireddisclosures.org/‌Disclosure‌509.aspx [https://‌perma.cc/T75B-ACSQ] (last visited Feb. 16, 2022) (select “2021” and “Faculty Resources” under “Compilation – All Schools Data” to generate report), with id. (select “2011” and “Faculty and Administrators” under “Compilation – All Schools Data” to generate report); see also Justin McCrary, Joy Milligan & James Phillips, The Ph.D. Rises in American Law Schools, 1960–2011: What Does It Mean for Legal Education?, 65 Legal Educ. 543, 549 (2016).Show More As law schools become more diverse, legal pedagogy has begun, in fits and starts, with more and less intentionality, to adjust.

Identifying, commenting on, and exploring the effects of these demographic changes on legal pedagogy, the essays in this symposium offer nuanced and complex approaches to a series of inherently nuanced and complex questions. To take one: Has the moment—the nearly century and a half moment—of the Socratic method now passed? The jury, as they say, remains out. What is clear is that we are asking new and harder questions of this classic law school teaching method. Does it silence or alienate some students, often women and people of color, more than others? Does it overemphasize judicial opinions to the exclusion of a fuller understanding of how cases come to be, the other actors involved in their development, and the very human problems out of which they arise and on which they exercise coercive power? Does it reinforce existing hierarchies and fail to rectify disparities deeply entrenched in societal structures?

Molly Shadel, Sophie Trawalter, and Rip Verkerke approach these questions empirically, leveraging quantitative methods to examine gender disparity in classroom participation.3.Molly Bishop Shadel, Sophie Trawalter & J.H. Verkerke, Gender Differences in Law School Classroom Participation: The Key Role of Social Context, 108 Va. L. Rev. Online 30 (2022).Show More By combining the coding of classroom participation with longitudinal and survey studies, the authors document such gender disparity, provide insights about why it exists, and suggest possible ways to remedy it. Molly Shadel and Anne Coughlin develop these empirical insights into a compelling critique of the modern Socratic Case Method, highlighting how it fails to escape its history of hierarchy and sexism.4.Anne M. Coughlin & Molly Bishop Shadel, The Gender Participation Gap and the Politics of Pedagogy, 108 Va. L. Rev. Online 55 (2022).Show More Going forward, they argue, law schools must foster collaboration, encourage listening, and empower diverse perspectives so as to better prepare students for the challenges and opportunities of legal practice.

If the first two papers take aim at the method of pedagogical inquiry, the latter two focus on the substance of what law schools teach. Sherri Lee Keene and Susan A. McMahon suggest moving beyond a curriculum focused on judicial opinions.5.Sherri Lee Keene & Susan A. McMahon, The Contextual Case Method: Moving Beyond Opinions to Spark Students’ Legal Imaginations, 108 Va. L. Rev. Online 72 (2022).Show More Such opinions, they argue, systematically dehumanize tragedy, ignore non-legal drivers of legal outcomes, suggest certainty in a complex world, frequently privilege unrepresentative speakers, and foreclose the imagination of transformational, systemic change. The authors advocate instead contextualizing opinions within the human experience, presenting them alongside competing and often overlooked perspectives, and viewing them as one facet of a broader legal framework in need of radical reimagination. Similarly, Paula A. Monopoli argues that feminist legal theory and history are essential reading for law students, particularly in core curricula relating to constitutional development.6.Paula A. Monopoli, Feminist Legal History and Legal Pedagogy, 108 Va. L. Rev. Online 91 (2022).Show More Invoking historical examples, Monopoli views the vital role that women advocates have played in creating constitutional and social change as empowering law students to become more effective advocates today.

As these brief descriptions suggest, these essays not only engage with the major demographic shifts law schools have experienced over the past half century. They also reflect, in more and less direct ways, other changes that have substantially transformed legal pedagogy over the same general period—changes that make this moment a particularly fertile one for legal education.7.One important trend beyond the scope of this Foreword is the penetration of technology into every aspect of life and law, which has had, and will continue to have, profound effects on both what we teach and how we teach it. The speed of communication, the explosion in the production of information, and the complexity of technological systems require law schools to educate students more extensively and with more specialized knowledge about technology. See generally Michele Pistone, Law Schools and Technology: Where We Are and Where We Are Heading, 64 J. Legal Educ. 586, 586 (2015) (arguing that “technology offers the attractive possibility of making legal education both more efficient and more effective”). Technology has also altered how we learn, teach, and collaborate. See, e.g., Kennedy M. Maranga, The Role and Impact of Technology in Legal Education (June 9, 2010) (unpublished manuscript), https://papers.ssrn.com/sol3/papers.cfm?abstract_id=1520831 [https://perma.cc/WT9F-HGRQ] (suggesting that technology has changed both the classroom and legal practice). The ongoing COVID-19 pandemic has both accelerated the use of online teaching of various forms and reinforced for many the continued importance of in-person teaching and intellectual exchange. See, e.g., Morenike Saula, Crisis-Induced Innovation in U.S. Legal Education, 69 J. Legal Educ. 679 (2020).Show More Two such trends are especially relevant to this symposium and to the direction in which these essays both see legal pedagogy heading and view as salutary, if not necessary.

First, alongside the demographic shifts that have taken place among law faculty is a methodological one. As recently as 2000, most law professors were trained exclusively in law, and they came to law teaching after judicial clerkships and brief stints in legal practice.8.McCrary et al., supra note 2, at 553 (“As for credentials, in 2000 ‘the prototypical new law teacher graduated from an elite school (most often from Harvard or Yale), was on the staff of the law review or another journal while in law school, clerked for a judge (usually a federal judge), published one or two articles or notes (though many published nothing at all), and practiced for several years (usually in a law firm or a corporate counsel’s office) before entering academia.’”) (quoting Richard E. Redding, Where Did You Go to Law School? Gatekeeping for the Professoriate and Its Implications for Legal Education, 53 J. Legal Educ. 594, 596 (2003)).Show More Historically, law schools were more closely connected both intellectually and institutionally to the legal profession and the practice of law than to the rest of the university. In recent decades, however, more and more law professors have engaged in formal doctoral training in complementary cognate fields alongside their law degrees—economics, psychology, politics, history, philosophy, literature, and more.9.Id. (noting that 28% of law professors at the top thirty-four law schools hold Ph.Ds, compared to 5% of all law professors in 1989); see also Lynn M. LoPucki, Dawn of the Discipline-Based Law Faculty, 65 J. Legal Educ. 506, 507 (2016) (“[T]he overall trend is unmistakable. Ph.D. hiring is increasing rapidly.”).Show More As a result of this increased interdisciplinarity—and despite some criticism by legal practitioners—law schools and legal scholarship have moved closer intellectually to the universities of which they are a part.10 10.Kim Diana Connolly, Elucidating the Elephant: Interdisciplinary Law School Classes, 11 Wash. U. J.L. & Pol’y 11, 19–20 (2003). A full reply to such criticism is beyond the scope of this brief Foreword.Show More

Both what and how we teach have changed as a result. The law school curriculum has unsurprisingly become more interdisciplinary, offering more courses in critical theories, the humanities, and the social sciences. At UVA Law School, and I am sure at other schools as well, small seminars have displaced a substantial portion of large Socratic lecture courses in the law school curriculum, and students learn the disciplinary approaches of multiple methodologies alongside the analytical reasoning of blackletter fundamentals. The result is a legal education attuned not only to the logic of the law but also to the big picture within which that logic operates.

Second, even as law schools have expanded the curriculum into new theoretical horizons, we have also begun to offer far more practical training than ever before. Law schools have long described their core pedagogical mission as training students to “think like a lawyer”—how to problem solve through analytical reasoning. Learning the nuts and bolts of legal practice was left largely to summer and post-graduation employers.11 11.Peter A. Joy, The Uneasy History of Experiential Education in U.S. Law Schools, 122 Dickinson L. Rev. 551, 574 (2018); see also Daniel Thies, Rethinking Legal Education in Hard Times: The Recession, Practical Legal Education, and the New Job Market, 59 J. Legal Educ. 598, 599 (2010) ([T]he recession “put a premium on job candidates with practical skills, those on whom [legal employers] will not have to spend time and money before they are ready to practice.”).Show More

That is no longer the case. Clinical and experiential education had grown in law schools even before the Great Recession of 2008, but their growth accelerated in its wake. Partially due to the market pressures facing law firms in the succeeding years, the American Bar Association (and some prominent state bars) established new experiential course requirements for law students. This shifted practice-oriented training from law firms to law schools.12 12.Joy, supra note 11, at 576–80.Show More Law schools have since embraced and proliferated numerous types of experiential education. Clinical education in particular has grown dramatically from its origins as student adjuncts to a local legal aid into its own major branch of legal education. This increase in clinical and experiential education leads not only to greater fluency with the practice of law but also greater understanding of the human dimension for which several of the essays in this symposium call.

The combined effect of the interdisciplinary turn and the expansion of practical training is a law school curriculum with three approaches to law teaching—analytical reasoning, interdisciplinary perspectives, and practical training—each distinct in goal, method, and subject matter. Here at the University of Virginia School of Law, for example, our curriculum is now roughly evenly split between lecture courses, experiential courses, and small seminars.13 13.See University of Virginia School of Law, Courses, https://www.law.virginia.edu/courses [https://perma.cc/2L28-QYBX] (last visited Feb. 14, 2022).Show More The Socratic method still dominates much of the first-year curriculum and our imagination about legal pedagogy. But it has ceded its monopoly over legal education as it now exists. This is hardly Langdell’s law school any longer.

This is all to the good, for many of the reasons the essays in this symposium suggest. At the end of the day, as I tell my students frequently, practicing law is not just a job. It is not just about private gain or personal glory. Those privileged to access the knowledge and license to practice law hold a public trust, a responsibility to fulfill public obligations. As members of a “learned profession,” lawyers “profess” to uphold and promote the rule of law, democracy, and justice and to promote the public good.

That means, and has long meant, that law schools are in the business of training leaders and public servants. Today, that training is both more important and more challenging than ever, in light of widespread social crises, polarization, and political uncertainty. The developments in legal education the essays in this symposium discuss, and those I have briefly sketched, help prepare law students to lead and serve in this challenging moment. This three-pronged approach to legal education helps aspiring and diverse lawyers learn to respect opposing views, listen with empathy, and speak with respect. It makes advocates and counselors of our students, teaches them to take seriously their own humanity and the humanity of others, and inculcates in them the civic obligations they incur by virtue of their legal educations.

It is unsurprising that law schools have changed as our political, moral, and economic cultures have changed. It is equally unsurprising that these changes would affect who we teach, who does that teaching, what we teach, and how we teach it. In engaging with these changes, the essays in this symposium prompt us to ask how law schools can, and why they should, continue to live up to the lofty and critically important aspirations of our profession. As these and other changes remain very much in motion, this symposium locates us in our particular historical moment and prompts us to envision how we will continue to pursue our mission into the future.

  1. * Dean, Arnold H. Leon Professor of Law and Professor of History. The Author would like to thank Christopher Benos for excellent research assistance, as well as Grace Cleveland and Rich Schragger.

  2. Statistics: ABA Required Disclosures, A.B.A., https://www.americanbar.org/groups/‌legal_‌education/‌resources/statistics/ [https://perma.cc/UDF8-P4LP] (last visited Feb. 14, 2022) (download spreadsheet titled “2021 1L Enrollment by Gender & Race/Ethnicity”).

  3. In 2011, 40% of full-time law faculty were women and 17% were minorities; in 2021, 46% of full-time law faculty were women and 22% were minorities. Compare 509 Required Disclosures, A.B.A., https://www.abarequireddisclosures.org/‌Disclosure‌509.aspx [https://‌perma.cc/T75B-ACSQ] (last visited Feb. 16, 2022) (select “2021” and “Faculty Resources” under “Compilation – All Schools Data” to generate report), with id. (select “2011” and “Faculty and Administrators” under “Compilation – All Schools Data” to generate report); see also Justin McCrary, Joy Milligan & James Phillips, The Ph.D. Rises in American Law Schools, 1960–2011: What Does It Mean for Legal Education?, 65 Legal Educ. 543, 549 (2016).

  4. Molly Bishop Shadel, Sophie Trawalter & J.H. Verkerke, Gender Differences in Law School Classroom Participation: The Key Role of Social Context, 108 Va. L. Rev. Online 30 (2022).

  5. Anne M. Coughlin & Molly Bishop Shadel, The Gender Participation Gap and the Politics of Pedagogy, 108 Va. L. Rev. Online 55 (2022).

  6. Sherri Lee Keene & Susan A. McMahon, The Contextual Case Method: Moving Beyond Opinions to Spark Students’ Legal Imaginations, 108 Va. L. Rev. Online 72 (2022).

  7. Paula A. Monopoli, Feminist Legal History and Legal Pedagogy, 108 Va. L. Rev. Online 91 (2022).

  8. One important trend beyond the scope of this Foreword is the penetration of technology into every aspect of life and law, which has had, and will continue to have, profound effects on both what we teach and how we teach it. The speed of communication, the explosion in the production of information, and the complexity of technological systems require law schools to educate students more extensively and with more specialized knowledge about technology. See generally Michele Pistone, Law Schools and Technology: Where We Are and Where We Are Heading, 64 J. Legal Educ. 586, 586 (2015) (arguing that “technology offers the attractive possibility of making legal education both more efficient and more effective”). Technology has also altered how we learn, teach, and collaborate. See, e.g., Kennedy M. Maranga, The Role and Impact of Technology in Legal Education (June 9, 2010) (unpublished manuscript), https://papers.ssrn.com/sol3/papers.cfm?abstract_id=1520831 [https://perma.cc/WT9F-HGRQ] (suggesting that technology has changed both the classroom and legal practice). The ongoing COVID-19 pandemic has both accelerated the use of online teaching of various forms and reinforced for many the continued importance of in-person teaching and intellectual exchange. See, e.g., Morenike Saula, Crisis-Induced Innovation in U.S. Legal Education, 69 J. Legal Educ. 679 (2020).

  9. McCrary et al., supra note 2, at 553 (“As for credentials, in 2000 ‘the prototypical new law teacher graduated from an elite school (most often from Harvard or Yale), was on the staff of the law review or another journal while in law school, clerked for a judge (usually a federal judge), published one or two articles or notes (though many published nothing at all), and practiced for several years (usually in a law firm or a corporate counsel’s office) before entering academia.’”) (quoting Richard E. Redding, Where Did You Go to Law School? Gatekeeping for the Professoriate and Its Implications for Legal Education, 53 J. Legal Educ. 594, 596 (2003)).

  10. Id. (noting that 28% of law professors at the top thirty-four law schools hold Ph.Ds, compared to 5% of all law professors in 1989); see also Lynn M. LoPucki, Dawn of the Discipline-Based Law Faculty, 65 J. Legal Educ. 506, 507 (2016) (“[T]he overall trend is unmistakable. Ph.D. hiring is increasing rapidly.”).

  11. Kim Diana Connolly, Elucidating the Elephant: Interdisciplinary Law School Classes, 11 Wash. U. J.L. & Pol’y 11, 19–20 (2003). A full reply to such criticism is beyond the scope of this brief Foreword.

  12. Peter A. Joy, The Uneasy History of Experiential Education in U.S. Law Schools, 122 Dickinson L. Rev. 551, 574 (2018); see also Daniel Thies, Rethinking Legal Education in Hard Times: The Recession, Practical Legal Education, and the New Job Market, 59 J. Legal Educ. 598, 599 (2010) ([T]he recession “put a premium on job candidates with practical skills, those on whom [legal employers] will not have to spend time and money before they are ready to practice.”).

  13. Joy, supra note 11, at 576–80.

  14. See University of Virginia School of Law, Courses, https://www.law.virginia.edu/courses [https://perma.cc/2L28-QYBX] (last visited Feb. 14, 2022).

Not the Standard You’re Looking For: But-For Causation in Anti-Discrimination Law

Introduction

In the summer of 2020, the Supreme Court decided the blockbuster case Bostock v. Clayton County,1.140 S. Ct. 1731 (2020).Show More holding that Title VII prohibits employment discrimination on grounds of sexual orientation and gender identity.2.Id. at 1737.Show More The opinion, authored by Justice Neil Gorsuch, claimed to base the result in textualism and the “simple” test of but-for causation.3.Id. at 1738–39 (quoting Univ. of Tex. Sw. Med. Ctr. v. Nassar, 570 U.S. 338, 346 (2013)).Show More The three dissenters, in opinions by Justices Samuel Alito and Brett Kavanaugh, took an opposing view that the statute did not cover discrimination based on the employee’s sexual orientation—but also claimed to ground their opinions in textualism.4.Id. at 1754–55 (Alito, J., dissenting); id. at 1823–25 (Kavanaugh, J., dissenting).Show More

This collection of conflicting opinions ignited a battle over the meaning of textualism and its relationship to conservative and liberal movements. Justice Alito wrote:

The Court’s opinion is like a pirate ship. It sails under a textualist flag, but what it actually represents is a theory of statutory interpretation that Justice Scalia excoriated––the theory that courts should ‘update’ old statutes so that they better reflect the current values of society.5.Id. at 1755–56 (Alito, J., dissenting).Show More

Several conservative scholars followed this in tow. Josh Blackman and Randy Barnett labeled Justice Gorsuch’s opinion as “halfway textualism,”6.Josh Blackman & Randy Barnett, Justice Gorsuch’s Halfway Textualism Surprises and Disappoints in the Title VII Cases, Nat’l Rev. (June 26, 2020), https://www.nationalreview.com/2020/06/justice-gorsuch-title-vii-cases-half-way-textualism-surprises-disappoints/ [https://perma.cc/V2RW-3M5W].Show More and Nelson Lund described it as “analytically untenable,” an “outlandish judicial performance,” and a “fatally flawed” application of “textualist principles.”7.Nelson Lund, Unleashed and Unbound: Living Textualism in Bostock v. Clayton County, 21 Federalist Soc’y Rev. 158, 167 (2020). See also, e.g., Steven D. Smith, The Mindlessness of Bostock, Law & Liberty (July 9, 2020), https://lawliberty.org/bostock-mindlessness/ [https://perma.cc/DN8N-ZU7B] (characterizing the interpretation of Title VII in Bostock as a “descent into mindlessness”); Howard Kurtz, Gorsuch Draws Personal Attacks for Breaking Ranks on Gay Rights, Fox News (June 17, 2020), https://www.foxnews.com/media/gorsuch-draws-personal-attacks-for-breaking-ranks-on-gay-rights [https://perma.cc/UJ7D-NJHV] (describing conservatives as “bitterly disappointed” to the point of “turning on” Justice Gorsuch); Josh Hammer, Neil Gorsuch Slapped Conservatives by Creating New Gay Rights, N.Y. Post (June 15, 2020), https://nypost.com/2020/06/15/neil-gorsuch-slapped-conservatives-by-creating-new-gay-rights [https://perma.cc/84CP-PBXT] (stating that the Court’s opinion was not textualism but instead “ivory-tower liberalism”); Ed Whelan, A ‘Pirate Ship’ Sailing Under a ‘Textualist Flag’, Nat’l Rev. (June 15, 2020), https://www.nationalreview.com/bench-memos/a-pirate-ship-sailing-under-a-textualist-flag/ [https://perma.cc/KDH8-R9TX] (agreeing with Justice Alito’s dissent and expressing disappointment with Justice Gorsuch and Chief Justice Roberts); Jeremy Stahl, Conservative Activists and Pundits Are Melting Down Over Gorsuch’s Embrace of LGBTQ Rights, Slate (June 15, 2020), https://slate.com/news-and-politics/2020/06/carrie-severino-meltdown-neil-gorsuch-lgbtq-rights.html [https://perma.cc/8JPS-KMBP] (relating conservatives’ belief that Justice Gorsuch “betrayed the Constitution”); Rena M. Lindevaldsen, Bostock v. Clayton County: A Pirate Ship Sailing Under A Textualist Flag, 33 Regent U. L. Rev. 39, 39 (2021) (warning that Bostock “ushers in new threats to the safety, well-being, and constitutional rights of many Americans”).Show More The opinion even kindled questions of whether conservatives should discard textualism altogether, in favor of a judicial methodology that is expressly guided by conservative moral values.8.See, e.g., Josh Hammer, Undoing the Court’s Supreme Transgression, Am. Mind (June 19, 2020), https://americanmind.org/memo/undoing-the-courts-supreme-transgression/ [https://perma.cc/7AF4-JF6J] (“There is no escaping the takeaway of Bostock v. Clayton County, Georgia, in which Federalist Society-vetted ‘originalist’ golden boy Neil Gorsuch became the latest member of the ignominious list of Republican nominees at the Court to cave on a civilization-defining cultural issue. That conclusion is both stark and depressing: The conservative legal movement, with all its attendant institutions, theories, and pedagogies, has failed conservatism.”).Show More

On the liberal side of the discourse, the decision was roundly praised,9.See, e.g., Adam Liptak, Civil Rights Law Protects Gay and Transgender Workers, Supreme Court Rules, N.Y. Times (Oct. 14, 2021), https://www.nytimes.com/‌2020/06/15/us/gay-transgender-workers-supreme-court.html [https://perma.cc/FF5C-L4P7] (“The decision was both symbolic and consequential, and it followed in the tradition of landmark rulings on discrimination.”); Tim Fitzsimons, Supreme Court Sent ‘Clear Message’ with LGBTQ Ruling, Plaintiff Gerald Bostock Says, NBC News (June 16, 2020), https://www.nbcnews.com/feature/nbc-out/supreme-court-sent-clear-message-lgbtq-ruling-plaintiff-gerald-bostock-n1231190 [https://perma.cc/ZG5R-B36S] (“When the history books are written, Gerald Bostock’s name will grace the landmark case that on June 15, 2020, won LGBTQ people nationwide protection from workplace discrimination.”); Ian Millhiser, The Supreme Court’s Landmark LGBTQ Rights Decision, Explained In 5 Simple Sentences, Vox (June 15, 2020), https://www.vox.com/2020/6/15/21291515/supreme-court-bostock-clayton-county-lgbtq-neil-gorsuch [https://perma.cc/N252-3WE2] (“Bostock v. Clayton County, a landmark Supreme Court decision holding that federal law prohibits employment discrimination against LGBTQ workers, was a test of Justice Neil Gorsuch’s principles. He passed.”).Show More and rightly so with respect to the result. It was a momentous victory for lesbian, gay, and transgender people and, indeed, for greater social justice more generally. It even led some scholars to reexamine textualism and its potential for advancing liberal and progressive causes.10 10.See, e.g., Tara Leigh Grove, Comment, Which Textualism?, 134 Harv. L. Rev. 265, 266 (2020) (stating Bostock’s “result may be reason enough to reexamine some assumptions about textualism”).Show More

More granularly, it also has led scholars to extol the but-for causation standard—which the majority opinion used to justify its purportedly textualist result—as the best way forward for anti-discrimination law. Chief among them is Professor Katie Eyer. In her article The But-For Theory of Anti-Discrimination Law,11 11.Katie Eyer, The But-For Theory of Anti-Discrimination Law, 107 Va. L. Rev. 1621 (2021).Show More Eyer explains that anti-discrimination law has “display[ed] a conceptual confusion of disparate treatment and intentional discrimination.”12 12.Id. at 1634.Show More This, in turn, has led to judicial lawmaking that improperly limits the reach of anti-discrimination law. And, she notes, advocacy and scholarship have been jumbled and disorganized in opposing these efforts. A large part of that, in her view, is the absence of a central message and a central principle for anti-discrimination law to build upon.13 13.Id. at 1636–37.Show More In light of these confusions, she contends that we should “reorient[]” the basic factual inquiries of anti-discrimination law to the but-for causation test, for it is both grounded in textualism and can best “ensur[e] that anti-discrimination law can achieve its basic promises.”14 14.Id. at 1622. Eyer also observes that Comcast Corp. v. National Assn of AfricanAmerican-Owned Media, 140 S.Ct. 1009 (2020), employed the simple “but-for” test in the context of 42 U.S.C. § 1981 and the statutory language that affords “[a]ll persons . . . the same right . . . to make and enforce contracts . . . as is enjoyed by white citizens.” Eyer, supranote 11, at 1643–44 (citing Comcast, 140 S.Ct. at 1014–19).Show More

However, but-for causation, especially as the Court understands it, is unlikely to improve the situation. In a recent coauthored article, Bostock was Bogus: Textualism, Pluralism, and Title VII, Mitch Berman and I contend that the result in Bostock is not in fact justified by textualism. 15 15.Mitchell N. Berman & Guha Krishnamurthi, Bostock Was Bogus: Textualism, Pluralism, and Title VII, 97 Notre Dame L. Rev. (forthcoming 2022), https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3777519 [https://perma.cc/8Z8E-9J4L] (all pin cites to manuscript page numbers).Show More Specifically, we argue that the ordinary meaning of Title VII does not cover discrimination “because of” an individual’s sexual orientation.16 16.Id. at 5.Show More Furthermore, we explain how the proper understanding of but-for causation does not cover discrimination on the basis of one’s sexual orientation. To this end, we formulate a constraint on how one chooses the comparator in but-for reasoning—what we call the Principle of Conservation in Motivational Analysis (PCM):

[In performing counterfactual analysis,] [w]hen changing one fact requires changing other facts too, the analyst must not change facts that are known, confidently believed, or stipulated to have been among the actor’s motivating reasons in favor of facts that are not likely, or less likely, to have been among the actor’s motivating reasons.17 17.Id. at 38.Show More

Applied to Bostock, we contend that this would constrain the choice of comparator and thus show that the plaintiffs were not discriminated against but for their sex.18 18.Id. at 5, 38.Show More Consequently, because we favor the result in Bostock, and because the proper textualist but-for analysis does not deliver it, we think that provides reason to disfavor textualism.19 19.Id. at 5, 44–48.Show More That is our beef with textualism.

But life is short, and that Article is long, so I do not rehash it here. Instead, I contend here that the Court’s simple but-for causation test, by its own lights, does not advance anti-discrimination law. To be sure, Eyer and I agree on the goals of advancing anti-discrimination law: that Title VII be more capacious in recognizing discrimination on the basis of protected traits in its varied forms, that plaintiffs have greater ability to raise their claims, and ultimately that there be less invidious discrimination. Yet the but-for test simply fails to advance these goals. First, it does not cover under Title VII core cases of discrimination that it ought to recognize—including discrimination against bisexual, pansexual, and trans people. Second, the simple but-for test can be used as a sword to cut down policies that have made our workplaces safer and less discriminatory. This leads me to conclude that simple but-for causation is not the appropriate foundation for anti-discrimination law. Instead, I suggest that we should approach anti-discrimination statutes with a pluralist lens, and I find support for this in Eyer’s own analysis.

This Essay proceeds in three Parts. First, I briefly set forth the reasoning of the Bostock majority and explain the simple but-for causation test. Second, I observe that the simple but-for test surprisingly fails to cover cases of discrimination that it ought to cover, like discrimination against bisexual and pansexual individuals and people whose sexual presentation is ambiguous. Third, I show how the simple but-for test has broad over-coverage that may threaten important workplace anti-discrimination policies, including affirmative action. Finally, I conclude with a discussion of why a pluralist interpretation of Title VII better realizes the aims of anti-discrimination law.

I. The Bostock Majority and the “Simple” But-For Test

In early 2019, the Supreme Court granted certiorari in three cases—Zarda v. Altitude Express, Bostock v. Clayton County, and Equal Employment Opportunity Commission v. R.G. & G.R. Harris Funeral Homes—and consolidated them for hearing.20 20.Bostock, 140 S. Ct. at 1737–38.Show More In a 6–3 decision, the Court held that discrimination on the basis of sexual orientation or transgender status constitutes discrimination “because of [an] individual’s . . . sex” and therefore violates Title VII.21 21.Id. at 1738–43.Show More The majority opinion, written by Justice Gorsuch, contended that the text of the statute demanded this result.22 22.Id. at 1741.Show More Title VII states in relevant part:

It shall be an unlawful employment practice for an employer—

(1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion, sex, or national origin; or

(2) to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual’s race, color, religion, sex, or national origin.23 23.42 U.S.C. § 2000e-2(a).Show More

In parsing this text, Justice Gorsuch first located the key phrase “because of such individual’s . . . sex.”24 24.Bostock, 140 S. Ct. at 1738 (citing the statute).Show More He stated that “[i]n the language of law,” a person is fired “because of” their sex if their sex is a “but-for” cause of the discrimination.25 25.Id. at 1739 (internal quotation marks omitted); see also id. at 1743 (stating that this understanding of “because of” arose from “the straightforward application of legal terms with plain and settled meanings”).Show More He then explained that the but-for test operates in the following way: We “change one thing at a time and see if the outcome changes. If it does, we have found a but-for cause.”26 26.Id. at 1739.Show More

Consider then the majority’s application of the but-for test to Bostock’s and Zarda’s cases. Gerald Bostock was employed by Clayton County, Georgia as a child welfare advocate, and David Zarda was a skydiving instructor working for Altitude Express.27 27.Id. at 1737–38.Show More Both men, Bostock and Zarda, alleged that they were terminated for being gay—that is, because of their sexual orientation.28 28.Id.Show More The majority applied the simple but-for test as follows: We would change one thing—Bostock’s and Zarda’s sex, while keeping everything else constant. Most relevantly, we would keep constant the fact that Bostock and Zarda were attracted to men. Thus, the comparators of Bostock and Zarda would be women who were attracted to men. And because the employers, Clayton County and Altitude Express, would presumably not have terminated women who were attracted to men, “changing the employee’s sex would have yielded a different choice by the employer.”29 29.Id. at 1741–42.Show More Thus, on the majority’s account, Bostock and Zarda were fired “because of” their “sex.”30 30.Id. at 1742.Show More

Next consider how the majority applied the but-for test to Aimee Stephens’s claims of discrimination based on her transgender status in Equal Employment Opportunity Commission v. R.G. & G.R. Harris Funeral Homes.31 31.Id. at 1731, 1738.Show More Suppose “an employer . . . fires a transgender person who was identified as a male at birth but who now identifies as a female. If the employer retains an otherwise identical employee who was identified as female at birth,” then “the employer intentionally penalizes a person identified as male at birth for traits or actions that it tolerates in an employee identified as female at birth.”32 32.Id. at 1741.Show More Consequently, the employee would not have been terminated but for the employee’s sex and was therefore discriminated against “because of” the employee’s sex.33 33.Id. at 1741–42.Show More

In both cases, we see the simple but-for test at work. However, we observe that the test doesn’t actually work as Justice Gorsuch says: When applying the test in these cases, we aren’t changing just one thing. In the Bostock–Zarda example, the employee is (1) a man, (2) attracted to men, and (3) gay. The comparator is (1) a woman, (2) attracted to men, and (3) heterosexual. So, two things changed. And if we’re open to changing two things, then there is an alternative comparator: a person who is (1) a woman, (2) attracted to women, and (3) gay. The majority opinion doesn’t provide a principled reason why we should choose one comparator over the other.34 34.SeeBerman & Krishnamurthi, supranote 15, at 29–31.Show More

In our forthcoming work, Berman and I suggest that PCM does limit the choice of comparator, and that in the Bostock and Zarda cases, the alternative comparator—the woman who is attracted to women—is the appropriate choice.35 35.Id. at 38–39.Show More Recall PCM’s demand in performing counterfactual analysis: “When changing one fact requires changing other facts too, the analyst must not change facts that are known, confidently believed, or stipulated to have been among the actor’s motivating reasons in favor of facts that are not likely, or less likely, to have been among the actor’s motivating reasons.”36 36.Id. at 38.Show More As a general rule, when engaging in but-for analysis, we want the counterfactual to be as close to the actual world as possible.37 37.Robert C. Stalnaker, Knowledge and Conditionals: Essays on the Structure of Inquiry 156 (2019) (stating “among the alternative ways of making the required changes, one must choose one that does the least violence to the correct description and explanation of the actual world”).Show More PCM aims to capture this proper way to conduct counterfactual reasoning with respect to the actor’s motivations, imperfect as it may be.

Applying it to the Bostock and Zarda cases, we see that the majority’s comparator—the heterosexual woman—violates PCM because it changes what we have strong reason to believe is among the actor’s motivating reasons—that the targeted employee was gay. In contrast, the alternative comparator keeps that fact of sexual orientation constant. And using the alternative comparator, there is good reason to think that the comparators would have also been fired, given their sexual orientation. Consequently, under proper but-for analysis, Bostock does not vindicate the result that discrimination based on an individual’s sexual orientation is discrimination based on an individual’s sex, and thus actionable under Title VII.

Eyer disagrees with us, arguing that we have the wrong comparator. She contends that the alternate comparator illicitly uses a superfluous category of sexual orientation, which is simply built from the categories of sex/gender and object of attraction. In response, one could raise the charge that the object of attraction is the superfluous category, once sex/gender and orientation become fixed. That line of argument won’t resolve the question. Thus, we proffer a principled, non-ad hoc basis on which to choose between the comparators: PCM.

For Eyer, then, there are two avenues of further response. First, Eyer may have a competing explanation for why her preferred comparator is better. For example, the explanation may rest on which characteristics are more fundamental.38 38.The idea here might be that sex is more fundamental than sexual orientation, and that is why we should choose the comparator that varies the more fundamental trait—i.e., sex, instead of sexual orientation. One quick response is that it is not clear why a trait being more fundamental makes it more appropriate for variance in the but-for test. See Berman & Krishnamurthi, supranote 15, at 33 n.190.Show More That would require far more explanation, and in any event would likely undercut the posited simplicity of the but-for test. Or it could be that, if there are multiple comparators, the plaintiff may choose among them in framing the argument.39 39.Eyer confirmed to me in private correspondence that this is not her own view. But others have taken this position. See Berman & Krishnamurthi, supranote 15, at 34 n.192.Show More Then, so long as the plaintiff, equipped with their choice of comparator, can show the but-for relationship with a protected ground, they have shown the requisite “because of” relationship in Title VII. This but-for test may be expansive in the types of discrimination it cognizes.40 40.Berman & Krishnamurthi, supranote 15, at 34–40.Show More

*  *  *

Eyer sees much promise in this simple but-for standard and she thinks it should serve as a new foundation for anti-discrimination law. She writes, “In an era where textualism is the ascendant method of statutory interpretation at the Supreme Court, this type of argument may have considerable promise in addressing the conceptual confusion at the core of disparate treatment doctrine, and in mandating a true disparate treatment standard.”41 41.Eyer, supranote 11, at 1645.Show More

That conceptual confusion, as Eyer sees it, is in the tension of whether our anti-discrimination law is about “disparate treatment” or “intentional discrimination.”42 42.Id. at 1670–71 (internal quotation marks omitted).Show More Eyer contends that disparate treatment and intentional discrimination are not coextensive, yet case law has often treated them as such. This results in a tension of what must be shown to prove discrimination: Must the plaintiff show that they were treated less favorably because of a protected trait, or that the employer engaged in intentional discrimination, or both?43 43.Id. at 1633–34.Show More And there are related questions on how to treat cases of systemic discrimination as opposed to individual discrimination.44 44.Id. at 1634.Show More Eyer observes that, in the muddled understanding of anti-discrimination law, “judicial lawmaking has run amok.”45 45.Id. at 1637.Show More As she relates, courts have concocted a number of technical barriers to plaintiffs bringing claims to vindicate their rights against discrimination.46 46.Id. (citing Sandra F. Sperino & Suja A. Thomas, Unequal: How America’s Courts Undermine Discrimination Law 152–55 (2017)).Show More

She claims this is where but-for causation can provide a solution. Eyer contends that the but-for test can resolve the conceptual confusion between whether anti-discrimination law is about disparate treatment or intentional discrimination.47 47.Id. at 1644–45.Show More This, she claims, was shown by (among other examples) the Bostock case—which she thinks shows the potential for the simple but-for test.48 48.Id. at 1646, 1664.Show More And from the advocacy lens, this could also provide greater potential for recourse for plaintiffs.49 49.Id. at 1662–64.Show More

Eyer acknowledges that Bostock did not dispense with the intent requirement.50 50.Id. at 1647.Show More Instead, she says that the Court has conceived of the intent requirement as the employer’s intent to subject the employee to differential treatment.51 51.Id. at 1647–48. It is not clear to me what Eyer has in mind as this more basic intent requirement. It appears to simply require that the employer have intentionally (or voluntarily) engaged in the discriminatory conduct, and nothing more. This would exclude cases where the employer engaged in the putative discriminatory conduct by accident, say. But it is unclear how much further would be required. And if nothing more is required then this might collapse the but-for standard (or in Eyer’s terms, the “disparate treatment” standard) into the disparate impact standard, though Eyer maintains that they are still distinct. Id.at 1632–34.Show More She proffers that this simple but-for causation standard, with this more basic intent requirement, is what anti-discrimination scholars should build upon.52 52.Id. at 1644–50.Show More

Then Eyer recognizes four alternative paradigms of discrimination: (1) stereotyping jurisprudence; (2) negligent discrimination; (3) disparate impact; and (4) the motivating factor paradigm.53 53.Id. at 1664–81.Show More She argues that the simple but-for test either wholly or partially incorporates these alternatives, and where they conflict, the but-for test is more favorable for the promises of anti-discrimination law.54 54.Id. at 1664–65.Show More Thus, the simple but-for test can serve as the proper foundation for rebuilding anti-discrimination law.

II. The Under-Coverage of the Simple But-For Test

Along with other advantages, Eyer celebrates the simple but-for test for its ability to recognize discrimination on the basis of sexual orientation and transgender status as unlawful discrimination under Title VII.55 55.Id. at 1646.Show More Indeed, she suggests that this has potential beyond this important-but-singular question. To her, the simple but-for test has the potential to recognize other kinds of discrimination that, under the prior conceptual confusions of anti-discrimination law, may have otherwise escaped the reach of Title VII.56 56.Id. at 1646–47.Show More

However, this seeming benefit is illusory. First, the simple but-for test cannot even recognize discrimination on the basis of bisexual and pansexual orientation as Title VII discrimination. Second, it cannot recognize pretextual policies targeted at discriminating against transgender individuals as Title VII discrimination. The supposed payoff of the simple but-for test—which comes at the steep expense of some absurd results57 57.SeeBerman & Krishnamurthi, supranote 15, at 37–39 (explaining how the Court’s but-for test leads to absurd results and providing the example of “Costock,” demonstrating that, under the simple but-for test, discrimination based on football allegiances can be transformed into discrimination based on sex, given particular factual scenarios).Show More—falls away.

A. Bisexual and Pansexual Discrimination

Consider individuals who identify as bisexual or pansexual. I understand an individual to be bisexual if they are romantically attracted to both men and women (or both males and females).58 58.I don’t treat this definition of bisexual as canonical. Sometimes “bisexual” is defined to mean individuals who are romantically attracted to multiple genders. Under this definition, it is an umbrella term that includes pansexual. See, e.g., Zachary Zane, What’s the Real Difference Between Bi- and Pansexual?, Rolling Stone (June 29, 2018), https://www.rollingstone.com/culture/culture-features/whats-the-real-difference-between-bi-and-pansexual-667087/ [https://perma.cc/M9ZZ-QE8Q].Show More I understand an individual to be pansexual if they are romantically attracted to individuals of any sex/gender.59 59.See id.Show More Now consider an employer who has a policy against hiring bisexual or pansexual employees. Under Bostock, such a policy would appear to violate Title VII, because it is discrimination based on the individual’s sexual orientation and therefore discrimination because of such individual’s sex.

But the simple but-for test fails to produce this conclusion. Let’s run the simple test on an example to see why. Imagine two employees Xander, a bisexual man, and Yasmine, a pansexual female. They both work at Zizi, Inc., which has the aforementioned policy against employing bisexual or pansexual people. When the owner and manager, Jack Zizi, learns of their sexual orientations, he fires both Xander and Yasmine. Was this discrimination because of—that is but for—Xander’s and Yasmine’s sex?

Xander is (1) a man, and (2) attracted to both men and women (bisexual). So for the comparator X, we change one thing, Xander’s sex, from man to woman. Comparator X is (1) a woman, and (2) attracted to both men and women (bisexual). But comparator X would still be fired under the policy. Thus, Xander’s sex—being a man—is not a but-for cause of his firing.

It’s a similar result for Yasmine. Yasmine is (1) a female, and (2) attracted to individuals of any sex/gender. Changing just Yasmine’s sex from female to male, we have that comparator Y is (1) a male, and (2) attracted to individuals of any sex/gender. But under the policy, comparator Y is still fired, because they are still pansexual. Thus, Yasmine’s sex—being a female—is not a but-for cause of her firing. In both cases, Xander and Yasmine are not discriminated against because of their sex, and this is not cognizable as Title VII discrimination under the simple but-for test.

One way of resisting this is to appeal to analogy: Surely, if discrimination for being gay or being lesbian is discrimination because of one’s sex, then so too would discrimination for being bisexual and pansexual.

That seems right, as a matter of sound legal reasoning. But that isn’t how the simple but-for test works. It’s a different test that adds analogical reasoning to but-for causation—call it the “but-for + analogies” test. And embracing the need for analogy shows that the simple but-for test is not enough.

This strikes me as a deeply concerning result for the Bostock majority’s simple but-for test. One of the main virtues of the simple but-for test is that it delivered the just outcome that discrimination because of an individual’s sexual orientation is discrimination because of such individual’s sex. But as this example shows, that isn’t always the case, at least as far as the simple version of the test goes.

B. Pretextual Trans Discrimination

Even as a purely textual matter, Title VII was rightly read to recognize that discrimination on the basis of an individual’s transgender status is discrimination because of such individual’s “sex.” That’s because the ordinary meaning of “sex” includes transgender status. The Bostock majority attempts to capture this through the but-for test by using the example of a transgender employee “who was identified as a male at birth but who now identifies as a female.”60 60.Bostock, 140 S. Ct. at 1741–42.Show More Justice Gorsuch reasoned that if the employer were to treat the employee differently if they were identified as female at birth, then that is discrimination “but-for” sex, which violates Title VII.61 61.Id.Show More

But this is tenuous reasoning. What if the employer formulates the policy differently? Suppose an employer has a policy against hiring or employing “anyone whose sex/gender cannot be determined by the employer by the employee’s appearance.” The employer then fires an employee Jamie on the basis that their manager cannot determine Jamie’s sex/gender by Jamie’s appearance.

The simple but-for test applies as follows: Let’s assume (without loss of generality) that (1) Jamie is a trans man, and (2) Jamie’s appearance is such that Jamie’s manager—the agent of the employer—cannot determine Jamie’s sex/gender. Changing one thing at a time, we can make comparator J a cis man (or a trans woman, cis woman, or nonbinary). But, by operation of the simple but-for test—which tells us to change as little as possible in the comparator—(2) remains the same: J’s appearance is such that their employer cannot determine their sex/gender. Comparator J is still fired by their employer. Consequently, under the simple but-for test, Jamie’s “sex” is not a but-for cause of Jamie’s termination, and thus their termination is not “because of such individual’s . . . sex.” Here again the but-for test has failed our intuition about the right result: that such a policy is unlawful discrimination under Title VII.

One initial response is to assert that (2), Jamie/J’s appearance, would not have remained the same, if (1) Jamie/J’s sex were to change. But there’s no reason why not. It is certainly possible for J to have essentially the same facial features, keep the same hairstyle, wear the same clothes, etc.—such that J’s appearance would not reveal J’s sex/gender. And given the possibility, keeping (2) the same is exactly what is required of us when implementing the simple but-for test. In Justice Gorsuch’s words, “a but-for test directs us to change one thing at a time and see if the outcome changes. If it does, we have found a but-for cause.”62 62.Id. at 1739 (emphasis added).Show More That’s what we’re doing.

Another counter is that, properly understood, the term “sex” encompasses the appearance of one’s sex as well. This may well resuscitate the simple but-for test in this case; if discriminating against an individual based on their appearance is just discrimination because of such individual’s sex, then this conduct is unlawful under Title VII. But this is in no way special to the simple but-for test. Proposing that “sex” encompasses appearance of sex would enable the other aforementioned accounts—anti-stereotyping; negligent discrimination (because it would be intentional); disparate impact; and motivating factor—to cognize this policy as discrimination based on one’s sex.63 63.Eyer, supranote 11, at 1664–81. Eyer contends that each of these accounts is unnecessary and superfluous if the but-for theory is adopted. However, it seems as though the but-for theory requires supplementation to achieve the correct results, and such supplementation could be used for the other theories as well. In that case, the but-for theory lacks any explanatory advantage.Show More Indeed, this move seems to be more in accord with the anti-stereotyping account, which observes that much sex discrimination is based on discrimination of individuals for failure to conform to sex stereotypes.64 64.See id. at 1665–71 (discussing the anti-stereotyping account); Anthony Michael Kreis, Unlawful Genders, Law & Contemp. Probs.(forthcoming 2022), https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3875489 [https://perma.cc/JU53-XELF] (criticizing Bostock for failing to endorse the anti-stereotyping principle and explicating the costs of this failure).Show More

Ultimately, I contend this response reveals that the simple but-for test isn’t doing the work to show that this hypothetical anti-transgender policy is actionable sex discrimination. Rather, the failure of the simple but-for test requires that we broaden the meaning of the term “sex” to obtain the intuitively correct result. This should give us pause in thinking that the simple but-for test itself serves as a solid foundation for a progressive anti-discrimination law. It just doesn’t deliver the intuitively correct results.

Finally, Eyer suggests another move that abstracts from the individual to the group. She says, “where a policy or practice would not have been adopted ‘but for’ the group adversely affected (or the group advantaged), the but-for principle is violated.”65 65.Eyer, supranote 11, at 1669.Show More Here, the idea might be that but for the existence of trans individuals—and trans identity—the employer would not have adopted this appearance rule. Thus, this counts as discrimination “because of” trans identity, which in turn is “because of” sex.

First, this would raise some difficult epistemic issues. It is difficult to know how one would prove an employer had a generalized group in mind when formulating a neutral policy. I envision that the employer would need to expressly state so or perhaps demonstrate an animus toward the impacted group. But this gets us to the kind of analysis of intentions that the but-for test was supposed to allow us to circumvent.66 66.See supranotes 50–52 and accompanying text.Show More

More importantly, it may have a drastic over-coverage problem. Consider a simple “no racism” policy. A “no racism” policy only exists in light of the fact that there are races. That is, but for the existence of the races, a “no racism” policy wouldn’t be promulgated. Does that mean every “no racism” policy violates Title VII?67 67.At a more basic level, the existence of the sexes—of men and women—quite literally gave rise to human life. Does every employment action whatsoever count as sex discrimination per Title VII?Show More Eyer surely has in mind a more sophisticated, restrictive construction of this “group” but-for test. However, such a but-for test occurs to me as anything but simple, and indeed I think it will rely on various types of reasoning to define its contours.68 68.See infraConclusion.Show More

*  *  *

This is not to say that the result in Bostock was incorrect or that Title VII does not cover discrimination based on one’s sexual orientation or transgender status. As suggested above, a broad interpretation of the term “sex” may allow for recognizing sexual orientation discrimination and pretextual discrimination targeting transgender individuals. Another way to recognize such discrimination under Title VII may be through what I have called “conceptual causation.”69 69.Guha Krishnamurthi & Peter Salib, Bostock and Conceptual Causation, Yale J. Reg.: Notice & Comment (July 22, 2020), https://www.yalejreg.com/nc/bostock-and-conceptual-causation-by-guha-krishnamurthi-peter-salib/ [https://perma.cc/3JC5-6NEY].Show More Under this proffered doctrine, A is “because of” B, when “A conceptually depends on B”—that is, “an analysis of A requires an analysis of B.”70 70.Id.Show More Indeed, the Bostock majority at times seems to rely on this doctrine.71 71.Bostock, 140 S. Ct. at 1746 (“There is no way for an applicant to decide whether to check the homosexual or transgender box without considering sex. To see why, imagine an applicant doesn’t know what the words homosexual or transgender mean. Then try writing out instructions for who should check the box without using the words man, woman, or sex (or some synonym). It can’t be done.”).Show More Professor Benjamin Eidelson has proffered an intriguing account that builds upon conceptual causation, which he calls the dimensional account.72 72.Benjamin Eidelson, Dimensional Disparate Treatment, 95 S. Cal. L. Rev. (forthcoming 2022).Show More And finally, there is a strong pluralist argument in favor of Bostock’s result.73 73.Berman & Krishnamurthi, supranote 15, at 44–48.Show More The key point is that these other ways to recognize transgender and sexual orientation discrimination under Title VII are distinct and independent from the simple but-for test. And that’s for good reason—the simple but-for test doesn’t do the requisite work.

III. The Over-Coverage of the Simple But-For Test

I have shown that, despite the result in Bostock, the simple but-for test fails to cover even basic forms of sexual orientation discrimination and pretextual policies that target transgender status. But if that were not enough, the but-for test would also recognize as discrimination under Title VII many kinds of employment policies that have been key to ensuring workplaces are safe from discrimination.

As a theoretical matter, this is perhaps unsurprising. In no other area of the law does but-for causation constitute the extent of a legal test of liability. In tort, causation requires a showing of but-for causation, but one must show proximate causation as well.74 74.David W. Robertson, William Powers, Jr., David A. Anderson & Olin Guy Wellborn III, Cases and Materials on Torts 167–68 (5th ed. 2017).Show More That’s in part because but-for causation can be expansive. Our biological parents giving birth to us are but-for causes of everything we do. But it would be a stretch to say that a misbehaving employee was fired because of their biological parents. So in embracing the simple but-for test, we are pellucidly signing up for over-coverage problems. But beyond absurd cases, below I explain how this may impede anti-discrimination policies.

A. Restricting Anti-Bigotry Policies

First, consider an employer who promulgates an anti-bigotry policy for employees. Under the policy, employees who behave in racist or sexist ways will be disciplined or terminated. Now, we can recognize that, as a matter of social fact, there are certain kinds of acts that are generally understood to be bigoted if committed by an out-group person, but not considered bigoted if committed by an in-group person. This is typically the case, for example, with uttering certain slurs or speaking with particular vocabulary or in vernacular.

Suppose a white employee calls a Black coworker a slur.75 75.I thank Mitch Berman for his insights here.Show More This is the kind of behavior that may be seen as racist when committed by the white coworker, but would not be if uttered by a Black person. As a consequence of the racist behavior, the white employee is promptly fired. My intuition is that the employer’s firing of the white employee for calling a Black coworker a slur is not discriminatory as a matter of Title VII. And I think that is an important result for the operation of an anti-bigotry policy that is sensitive to social context and history.

However, the but-for test would decide otherwise. The white employee may argue that their race was a but-for cause of their firing: The white employee (1) is white, and (2) used a particular slur to refer to a Black person. We change just (1), such that the comparator is a Black person. By assumption, had the Black coworker used the particular slur, it would not have been seen as racist. Consequently, the comparator—who is Black—would not have been fired. The white employee’s race was therefore a but-for cause of his firing, thus violating Title VII.

One might be inclined to embrace this conclusion, that under Title VII employees should never receive differential treatment, even based on social facts about what constitutes racism or sexism in different contexts. I disagree; anti-discrimination law is not furthered by the principle that all policies must be blind to the history and social facts about bigotry.

B. Affirmative Action

Nothing makes clearer the importance of sensitivity to social context and history than affirmative action. “Affirmative action” refers to programs in which “minority groups may be given an advantage in admissions or employment (in order to account for historical and contemporary discrimination or to ensure diversity).”76 76.Eyer, supranote 11, at 1685.Show More There are several justifications for affirmative action. Among them are that affirmative action is necessary to restore society to a nonracist (or nonmisogynistic) position;77 77.See, e.g., Ronald J. Fiscus, The Constitutional Logic of Affirmative Action 38 (Stephen L. Wasby ed., 1992).Show More that it remedies discrimination, either latent or overt, in hiring and admissions processes;78 78.See, e.g., Tseming Yang, Race, Religion, and Cultural Identity: Reconciling the Jurisprudence of Race and Religion, 73 Ind. L.J. 119, 178–79 (1997).Show More that it promotes the interests of diversity;79 79.Regents of Univ. of Cal. v. Bakke, 438 U.S. 265, 313 (1978) (“[O]ur tradition and experience lend support to the view that the contribution of diversity is substantial.”).Show More and that it prevents discrimination by combating tokenism and stereotype threat.80 80.See, e.g., Michael J. Yelnosky, The Prevention Justification for Affirmative Action, 64 Ohio St. L.J. 1385, 1387 (2003).Show More

Affirmative action programs can take many forms and I don’t attempt here to cover all programs that receive such a label. The hallmark of an affirmative action program in hiring is that, by its operation, it will result in some minority individual receiving a position that they otherwise would not have received. And, in hiring, when there are more applicants than positions—which is regularly the case—this will result in some minority individual receiving a position that a non-minority individual would have otherwise received. This is uncontroversial—that’s the whole reason for the program. Speaking generally then, affirmative action programs are important for furthering the promises of anti-discrimination law. And indeed, as demonstrated by United Steelworkers of America v. Weber,81 81.443 U.S. 193, 204, 207–08 (1979) (holding that an affirmative action plan did not violate Title VII and was a legitimate effort to eliminate lingering employment discrimination).Show More Johnson v. Transportation Agency,82 82.480 U.S. 616, 642 (1987) (holding that an agency’s affirmative action hiring plan did not violate Title VII and represented “a moderate, flexible, case-by-case approach” to “improv[ing] . . . the representation of minorities and women in the Agency’s work force”).Show More and United States v. Paradise,83 83.480 U.S. 149, 185–86 (1987) (holding that an affirmative action promotion plan did not violate the Equal Protection Clause to remedy the organization’s past intentional hiring discrimination and discriminatory promotional procedures).Show More such programs are legal if employed for an appropriate purpose—such as to remedy historical discrimination.

Yet such programs would fail the simple but-for test. Consider an affirmative action hiring program that operates on race. As discussed above, by operation of the program, some individual who belongs to a racial minority will receive the position, which some individual who belongs to a racial nonminority would have otherwise received. Thus, but for the race of the individual who belongs to a racial nonminority, they would have received the job. And thus, under the simple but-for test, that would count as a Title VII violation.84 84.One might object that this program does not fail the but-for test, because the nonminority that is not hired may not be particularly identifiable. It might be that any number of nonminority individuals may have had a chance at getting the job instead, and thus no Title VII claim can be maintained. This argument fails, because all that needs to be shown is a loss of a chance at fair hiring (which then must be priced accordingly at the damages stage). See, e.g., Alexander v. City of Milwaukee, 474 F.3d 437, 449 (7th Cir. 2007).Moreover, if this argument were to hold water, it would spell trouble for anti-discrimination law. Employers could design patently bigoted policies to escape Title VII’s reach by keeping the classifications nebulous and thereby obscuring the discrimination’s targeted nature.Show More

A number of scholars worry that the natural extension of Bostock’s but-for causation analysis is the invalidation of affirmative action programs under Title VII and similar anti-discrimination statutory schemes.85 85.Jeannie Suk Gersen, Could the Supreme Court’s Landmark L.G.B.T.-Rights Decision Help Lead to the Dismantling of Affirmative Action?, New Yorker (June 27, 2020), https://www.newyorker.com/news/our-columnists/could-the-supreme-courts-landmark-lgbt-rights-decision-help-lead-to-the-dismantling-of-affirmative-action [https://perma.cc/8S4J-HPBD]; Cass R. Sunstein, Gorsuch Paves Way for Attack on Affirmative Action, Bloomberg (June 17, 2020, 8:30 PM), https://www.bloombergquint.com/gadfly/gorsuch-gay-rights-opinion-targets-affirmative-action [https://perma.cc/8GUQ-NJUL]; Jason Mazzone, Bostock: Were the Liberal Justices Namudnoed?, Balkinization(July 6, 2020), https://balkin.blogspot.com/2020/07/bostock-were-liberal-justices-namudnoed.html [https://perma.cc/RXK7-PM9Z].Show More Eyer contends that the ship has sailed with respect to affirmative action programs that explicitly use racial classifications—they are already constitutionally disfavored in our textualist era regardless of the but-for principle, and therefore should not serve as an impediment to adopting the but-for test.86 86.Eyer, supranote 11, at 1685–86.Show More

Eyer instead takes solace in the fact that, in the next constitutional battleground, “race-intentional remedial policies that do not explicitly classify [based on race]” may be bolstered by the but-for principle.87 87.Id. at 1686–87.Show More Consider Eyer’s example of school integration policies that do not explicitly use racial classifications but are race intentional in that they seek a racially integrated school. Eyer contends that such a program would pass constitutional muster under the but-for test, because the measures would have been adopted regardless of the race of the individuals affected.88 88.Id. at 1687.Show More

This strikes me as the wrong way to proceed. First, I do not think that we should concede that affirmative action programs that explicitly use racial classifications are constitutionally invalid or doomed. If it is true that today’s textualism is incompatible with such affirmative action programs, then all the worse for today’s textualism. Indeed, I might be so bold as to say that is a reductio ad absurdum of textualism—and certainly not a reason to adopt the purportedly textualist but-for test. And insofar as Eyer is suggesting we fall in line with the Court’s mistaken jurisprudence, I humbly suggest we should instead hold our own.

Moreover, I am not at all convinced that the but-for test will be a useful tool in crafting a sensible jurisprudence for race-intentional policies that do not explicitly use racial classifications. Consider again the example of school integration. Suppose there is a de facto segregated municipality. The municipality undertakes a race-intentional policy that does not use explicit classifications in order to create a racially integrated school. Eyer states that “it seems a much more difficult claim to suggest that their actions were disparate treatment, i.e., that they would not have been taken ‘but for’ the race of those affected.”89 89.Id. at 1688.Show More This occurs to me as mistaken. By hypothesis, the policy is “race-intentional”; it thus takes into account the race of the affected individuals, even if not explicitly stated.90 90.Id. at 1686–88.Show More If the race of the affected individuals were different, we would certainly expect a different policy. Eyer considers the policy action of geographically locating the school.91 91.Id. at 1688.Show More If the racial makeup of the school district was substantially different in terms of percentages and geographical breakdown, wouldn’t we expect that the school would need to be located differently to maximize racial integration?92 92.One critical question is how we apply the but-for test to such a scenario. Specifically, what do we change in the scenario and how do we change it? Do we change the race of all the students that go to the school, and what would we change their race to? This raises the serious concern of whether the but-for test is coherent and sufficiently determinate when applied to such scenarios.Show More

If it is the case that such race-intentional policies that do not use explicit classifications are constitutionally valid under the but-for test, what mischief is in store? Can a race-intentional policy aimed at segregating schools pass constitutional muster? We could craft a similar example simply substituting the nefarious purpose that would analogously pass the but-for test. That is a clear reductio, suggesting that the but-for test cannot proffer a sensible jurisprudence of race-intentional policies that are explicitly neutral. Consequently, the but-for test neither preserves the important results of affirmative action, nor promises advancement with respect to race-intentional, but explicitly neutral policies. That is sufficient reason to think that the simple but-for test is just not the way forward for those who want a robust anti-discrimination law that aims at and is capable of rectifying historical oppression.

C. Requiring Ignorance

Finally, to show how expansive the simple but-for test would be, consider a hypothetical concerning an employee lying on paperwork.93 93.Ben Eidelson discusses a similar hypothetical in his forthcoming Article. Eidelson, supra note 72, at 29.Show More Suppose an employer, in the course of hiring, has paperwork that includes a self-identification survey that asks about race, sex, and sexual orientation. The paperwork is optional, but the employer adds a notation that, in filling out the paperwork, prospective employees should not lie about this information. Seems fair enough.

A prospective employee lies about their race, thinking that it will better their chances of getting hired. At the conclusion of a long process, they are ultimately hired. After some time, the employee states to other coworkers that they lied on the paperwork. One of the coworkers reports this to the hiring manager. The hiring manager examines the documentation and approaches the employee to ask them about it. The employee then confesses to lying about their race and the hiring manager fires the employee for lying on the application.

I think it’s intuitively clear that if the employer fires the employee for lying on the hiring paperwork about their race, that isn’t and shouldn’t be actionable discrimination under Title VII as race discrimination. But that is precisely the conclusion we might draw from applying the simple but-for test.

Suppose for example a white employee claims to be Black. Here is what we know about the employee: (1) They are white; and (2) they wrote on the paperwork that they were Black. If we are to change only one thing at a time, namely the employee’s race from white to Black, then the employee would not have lied about their race on the paperwork and wouldn’t be fired by the employer. Thus, the employee’s race was a but-for cause of the firing. Embracing the simple but-for test, we come to the conclusion that the employer fired the employee “because of” the employee’s race, in violation of Title VII. That occurs to me as wrong—and devastatingly so for the but-for test.

It may seem like a far-fetched example, but it’s not.94 94.See, e.g., Colleen Flaherty, More White Lies, Inside Higher Ed (Sept. 10, 2020), https://www.insidehighered.com/news/2020/09/10/more-allegations-racial-fraud-academe [https://perma.cc/G4FY-QKQY] (discussing two cases of people lying about racial identity in higher education).Show More And the potential overreach of the but-for test can have substantial consequences. It may severely restrict the ability of companies to promote diversity and equity in their ranks. If companies cannot even ask about diversity, trusting that they may obtain genuine and accurate information, how can they even run a diversity or affirmative action program?

Conclusion

I have shown that the but-for test would serve as a poor foundation for a progressive anti-discrimination law. It would fail to cover basic cases of discrimination, including on the basis of sexual orientation and trans status. And it would also prohibit important anti-bigotry and affirmative action policies in workplaces. But the question remains: How should we rebuild our anti-discrimination law in the wake of lingering conceptual confusions?

I think that pluralism is the way forward in interpreting anti-discrimination statutes like Title VII. Specifically, in interpreting and applying Title VII, I contend that one should attend to a variety of factors: original textual meaning, current meaning, legislative intentions and broader purposes, historical practice, avoiding unforeseen absurdities, and society’s shared moral commitments, among others. In many cases, these different modalities will align. When they don’t, we are confronted with a hard case; weighing the factors is not mechanical and it can be genuinely difficult and controversial.

For many, at least at first impression, this lack of certainty makes pluralism a disfavored approach. Eyer herself thinks that the lack of a simplified approach, for scholars and activists to unify behind, has been an obstacle in fixing anti-discrimination law.95 95.Eyer, supranote 11, at 1623–26.Show More

It shouldn’t be. There is good reason to favor pluralism in the context of constitutional interpretation,96 96.For favorable discussions of pluralism in constitutional interpretation, see, e.g., Philip Bobbitt, Constitutional Interpretation (1991); Richard A. Posner, The Problematics of Moral and Legal Theory (1999); David A. Strauss, The Living Constitution (2010); and Mitchell N. Berman, Our Principled Constitution, 166 U. Pa. L. Rev. 1325 (2018).Show More and many of those considerations translate to the statutory context.97 97.See generallyFrank B. Cross, The Significance of Statutory Interpretive Methodologies, 82 Notre Dame L. Rev. 1971 (2007) (discussing the Supreme Court’s embrace of pluralism in statutory interpretation).Show More With respect to anti-discrimination law in particular, I contend that a simplified theory, like simple but-for causation, will be narrow, unworkable, or both: it will wrongfully exclude cases of discrimination from its aegis or cover so many as to be rendered useless.

Most telling, I think, is that Eyer’s own analysis itself exhibits the hallmarks of pluralist analysis. She frames her defense of the simple but-for test in the context of the “basic promises” of anti-discrimination law.98 98.Eyer, supranote 11, at 1622.Show More In arguing that the but-for test fulfills these promises, Eyer appeals to the history and precedent of anti-discrimination law in grounding its aims.99 99.Id. at 1629–41.Show More She contends that the but-for theory is most consistent and consilient with the statutory text and the Court’s precedent.100 100.Id. at 1644–52.Show More And she argues that but-for causation best preserves our intuitions on what are valid discrimination claims.101 101.Id. at 1653–62.Show More To this point, she claims among other things that the but-for theory would enhance the prospects of plaintiffs bringing discrimination claims, while not hindering affirmative action programs.102 102.Id. at 1653–64, 1685–88.Show More

Now I have explained why I disagree about the purported benefits of the but-for test, finding it peppered with intuitive deficits and absurdities. But I agree that these are exactly the factors and modalities that we should consider in interpreting Title VII. Instead of searching for a simplified theory, like but-for causation, I contend we should embrace such a pluralist method. The pluralist method can be applied in each case, with careful attention to the statute’s legislative purposes, its text, current society’s shared moral commitments regarding the subject matter, and the feasible operation of the statute. That—and not simple but-for causation—is the method of interpretation that could rationally deliver the rightly celebrated result in Bostock.103 103.Berman & Krishnamurthi, supranote 15, at 44–46.Show More And that is the method that we should embrace in shaping our anti-discrimination law and continuing the march for equality.

  1. * Associate Professor, University of Oklahoma College of Law. Thanks to Mitchell Berman, Ben Eidelson, Jonah Gelbach, Talia Gillis, Charanya Krishnaswami, Alex Platt, Shalev Roisman, Peter Salib, Will Thomas, and James Tierney for helpful discussions and comments.

  2. 140 S. Ct. 1731 (2020).

  3. Id. at 1737.

  4. Id. at 1738–39 (quoting Univ. of Tex. Sw. Med. Ctr. v. Nassar, 570 U.S. 338, 346 (2013)).

  5. Id. at 1754–55 (Alito, J., dissenting); id. at 1823–25 (Kavanaugh, J., dissenting).

  6. Id. at 1755–56 (Alito, J., dissenting).

  7. Josh Blackman & Randy Barnett, Justice Gorsuch’s Halfway Textualism Surprises and Disappoints in the Title VII Cases, Nat’l Rev. (June 26, 2020), https://www.nationalreview.com/2020/06/justice-gorsuch-title-vii-cases-half-way-textualism-surprises-disappoints/ [https://perma.cc/V2RW-3M5W].

  8. Nelson Lund, Unleashed and Unbound: Living Textualism in Bostock v. Clayton County, 21 Federalist Soc’y Rev. 158, 167 (2020). See also, e.g., Steven D. Smith, The Mindlessness of Bostock, Law & Liberty (July 9, 2020), https://lawliberty.org/bostock-mindlessness/ [https://perma.cc/DN8N-ZU7B] (characterizing the interpretation of Title VII in Bostock as a “descent into mindlessness”); Howard Kurtz, Gorsuch Draws Personal Attacks for Breaking Ranks on Gay Rights, Fox News (June 17, 2020), https://www.foxnews.com/media/gorsuch-draws-personal-attacks-for-breaking-ranks-on-gay-rights [https://perma.cc/UJ7D-NJHV] (describing conservatives as “bitterly disappointed” to the point of “turning on” Justice Gorsuch); Josh Hammer, Neil Gorsuch Slapped Conservatives by Creating New Gay Rights, N.Y. Post (June 15, 2020), https://nypost.com/2020/06/15/neil-gorsuch-slapped-conservatives-by-creating-new-gay-rights [https://perma.cc/84CP-PBXT] (stating that the Court’s opinion was not textualism but instead “ivory-tower liberalism”); Ed Whelan, A ‘Pirate Ship’ Sailing Under a ‘Textualist Flag’, Nat’l Rev. (June 15, 2020), https://www.nationalreview.com/bench-memos/a-pirate-ship-sailing-under-a-textualist-flag/ [https://perma.cc/KDH8-R9TX] (agreeing with Justice Alito’s dissent and expressing disappointment with Justice Gorsuch and Chief Justice Roberts); Jeremy Stahl, Conservative Activists and Pundits Are Melting Down Over Gorsuch’s Embrace of LGBTQ Rights, Slate (June 15, 2020), https://slate.com/news-and-politics/2020/06/carrie-severino-meltdown-neil-gorsuch-lgbtq-rights.html [https://perma.cc/8JPS-KMBP] (relating conservatives’ belief that Justice Gorsuch “betrayed the Constitution”); Rena M. Lindevaldsen, Bostock v. Clayton County: A Pirate Ship Sailing Under A Textualist Flag, 33 Regent U. L. Rev. 39, 39 (2021) (warning that Bostock “ushers in new threats to the safety, well-being, and constitutional rights of many Americans”).

  9. See, e.g., Josh Hammer, Undoing the Court’s Supreme Transgression, Am. Mind (June 19, 2020), https://americanmind.org/memo/undoing-the-courts-supreme-transgression/ [https://perma.cc/7AF4-JF6J] (“There is no escaping the takeaway of Bostock v. Clayton County, Georgia, in which Federalist Society-vetted ‘originalist’ golden boy Neil Gorsuch became the latest member of the ignominious list of Republican nominees at the Court to cave on a civilization-defining cultural issue. That conclusion is both stark and depressing: The conservative legal movement, with all its attendant institutions, theories, and pedagogies, has failed conservatism.”).

  10. See, e.g., Adam Liptak, Civil Rights Law Protects Gay and Transgender Workers, Supreme Court Rules, N.Y. Times (Oct. 14, 2021), https://www.nytimes.com/‌2020/06/15/us/gay-transgender-workers-supreme-court.html [https://perma.cc/FF5C-L4P7] (“The decision was both symbolic and consequential, and it followed in the tradition of landmark rulings on discrimination.”); Tim Fitzsimons, Supreme Court Sent ‘Clear Message’ with LGBTQ Ruling, Plaintiff Gerald Bostock Says, NBC News (June 16, 2020), https://www.nbcnews.com/feature/nbc-out/supreme-court-sent-clear-message-lgbtq-ruling-plaintiff-gerald-bostock-n1231190 [https://perma.cc/ZG5R-B36S] (“When the history books are written, Gerald Bostock’s name will grace the landmark case that on June 15, 2020, won LGBTQ people nationwide protection from workplace discrimination.”); Ian Millhiser, The Supreme Court’s Landmark LGBTQ Rights Decision, Explained In 5 Simple Sentences, Vox (June 15, 2020), https://www.vox.com/2020/6/15/21291515/supreme-court-bostock-clayton-county-lgbtq-neil-gorsuch [https://perma.cc/N252-3WE2] (“Bostock v. Clayton County, a landmark Supreme Court decision holding that federal law prohibits employment discrimination against LGBTQ workers, was a test of Justice Neil Gorsuch’s principles. He passed.”).

  11. See, e.g., Tara Leigh Grove, Comment, Which Textualism?, 134 Harv. L. Rev. 265, 266 (2020) (stating Bostock’s “result may be reason enough to reexamine some assumptions about textualism”).

  12. Katie Eyer, The But-For Theory of Anti-Discrimination Law, 107 Va. L. Rev. 1621 (2021).

  13. Id. at 1634.

  14. Id. at 1636–37.

  15. Id. at 1622. Eyer also observes that Comcast Corp. v. National Ass’n of African American-Owned Media, 140 S.Ct. 1009 (2020), employed the simple “but-for” test in the context of 42 U.S.C. § 1981 and the statutory language that affords “[a]ll persons . . . the same right . . . to make and enforce contracts . . . as is enjoyed by white citizens.” Eyer, supra note 11, at 1643–44 (citing Comcast, 140 S.Ct. at 1014–19).

  16. Mitchell N. Berman & Guha Krishnamurthi, Bostock Was Bogus: Textualism, Pluralism, and Title VII, 97 Notre Dame L. Rev. (forthcoming 2022), https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3777519 [https://perma.cc/8Z8E-9J4L] (all pin cites to manuscript page numbers).

  17. Id. at 5.

  18. Id. at 38.

  19. Id. at 5, 38.

  20. Id. at 5, 44–48.

  21. Bostock, 140 S. Ct. at 1737–38.

  22. Id. at 1738–43.

  23. Id. at 1741.

  24. 42 U.S.C. § 2000e-2(a).

  25. Bostock, 140 S. Ct. at 1738 (citing the statute).

  26. Id. at 1739 (internal quotation marks omitted); see also id. at 1743 (stating that this understanding of “because of” arose from “the straightforward application of legal terms with plain and settled meanings”).

  27. Id. at 1739.

  28. Id. at 1737–38.

  29. Id.

  30. Id. at 1741–42.

  31. Id. at 1742.

  32. Id. at 1731, 1738.

  33. Id. at 1741.

  34. Id. at 1741–42.

  35. See Berman & Krishnamurthi, supra note 15, at 29–31.

  36. Id. at 38–39.

  37. Id. at 38.

  38. Robert C. Stalnaker, Knowledge and Conditionals: Essays on the Structure of Inquiry 156 (2019) (stating “among the alternative ways of making the required changes, one must choose one that does the least violence to the correct description and explanation of the actual world”).

  39. The idea here might be that sex is more fundamental than sexual orientation, and that is why we should choose the comparator that varies the more fundamental trait—i.e., sex, instead of sexual orientation. One quick response is that it is not clear why a trait being more fundamental makes it more appropriate for variance in the but-for test. See Berman & Krishnamurthi, supra note 15, at 33 n.190.

  40. Eyer confirmed to me in private correspondence that this is not her own view. But others have taken this position. See Berman & Krishnamurthi, supra note 15, at 34 n.192.

  41. Berman & Krishnamurthi, supra note 15, at 34–40.

  42. Eyer, supra note 11, at 1645.

  43. Id. at 1670–71 (internal quotation marks omitted).

  44. Id. at 1633–34.

  45. Id. at 1634.

  46. Id. at 1637.

  47. Id. (citing Sandra F. Sperino & Suja A. Thomas, Unequal: How America’s Courts Undermine Discrimination Law 152–55 (2017)).

  48. Id. at 1644–45.

  49. Id. at 1646, 1664.

  50. Id. at 1662–64.

  51. Id. at 1647.

  52. Id. at 1647–48. It is not clear to me what Eyer has in mind as this more basic intent requirement. It appears to simply require that the employer have intentionally (or voluntarily) engaged in the discriminatory conduct, and nothing more. This would exclude cases where the employer engaged in the putative discriminatory conduct by accident, say. But it is unclear how much further would be required. And if nothing more is required then this might collapse the but-for standard (or in Eyer’s terms, the “disparate treatment” standard) into the disparate impact standard, though Eyer maintains that they are still distinct. Id. at 1632–34.

  53. Id. at 1644–50.

  54. Id. at 1664–81.

  55. Id. at 1664–65.

  56. Id. at 1646.

  57. Id. at 1646–47.

  58. See Berman & Krishnamurthi, supra note 15, at 37–39 (explaining how the Court’s but-for test leads to absurd results and providing the example of “Costock,” demonstrating that, under the simple but-for test, discrimination based on football allegiances can be transformed into discrimination based on sex, given particular factual scenarios).

  59. I don’t treat this definition of bisexual as canonical. Sometimes “bisexual” is defined to mean individuals who are romantically attracted to multiple genders. Under this definition, it is an umbrella term that includes pansexual. See, e.g., Zachary Zane, What’s the Real Difference Between Bi- and Pansexual?, Rolling Stone (June 29, 2018), https://www.rollingstone.com/culture/culture-features/whats-the-real-difference-between-bi-and-pansexual-667087/ [https://perma.cc/M9ZZ-QE8Q].

  60. See id.

  61. Bostock, 140 S. Ct. at 1741–42.

  62. Id.

  63. Id. at 1739 (emphasis added).

  64. Eyer, supra note 11, at 1664–81. Eyer contends that each of these accounts is unnecessary and superfluous if the but-for theory is adopted. However, it seems as though the but-for theory requires supplementation to achieve the correct results, and such supplementation could be used for the other theories as well. In that case, the but-for theory lacks any explanatory advantage.

  65. See id. at 1665–71 (discussing the anti-stereotyping account); Anthony Michael Kreis, Unlawful Genders, Law & Contemp. Probs.

     

    (forthcoming 2022), https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3875489 [https://perma.cc/JU53-XELF] (criticizing Bostock for failing to endorse the anti-stereotyping principle and explicating the costs of this failure).

  66. Eyer, supra note 11, at 1669.

  67. See supra notes 50–52 and accompanying text.

  68. At a more basic level, the existence of the sexes—of men and women—quite literally gave rise to human life. Does every employment action whatsoever count as sex discrimination per Title VII?

  69. See infra Conclusion.

  70. Guha Krishnamurthi & Peter Salib, Bostock and Conceptual Causation, Yale J. Reg.: Notice & Comment (July 22, 2020), https://www.yalejreg.com/nc/bostock-and-conceptual-causation-by-guha-krishnamurthi-peter-salib/ [https://perma.cc/3JC5-6NEY].

  71. Id.

  72. Bostock, 140 S. Ct. at 1746 (“There is no way for an applicant to decide whether to check the homosexual or transgender box without considering sex. To see why, imagine an applicant doesn’t know what the words homosexual or transgender mean. Then try writing out instructions for who should check the box without using the words man, woman, or sex (or some synonym). It can’t be done.”).

  73. Benjamin Eidelson, Dimensional Disparate Treatment, 95 S. Cal. L. Rev. (forthcoming 2022).

  74. Berman & Krishnamurthi, supra note 15, at 44–48.

  75. David W. Robertson, William Powers, Jr., David A. Anderson & Olin Guy Wellborn III, Cases and Materials on Torts 167–68 (5th ed. 2017).

  76. I thank Mitch Berman for his insights here.

  77. Eyer, supra note 11, at 1685.

  78. See, e.g., Ronald J. Fiscus, The Constitutional Logic of Affirmative Action

    38 (

    Stephen L. Wasby ed., 1992

    ).

  79. See, e.g., Tseming Yang, Race, Religion, and Cultural Identity: Reconciling the Jurisprudence of Race and Religion, 73 Ind. L.J

    .

    119, 178–79 (1997).

  80. Regents of Univ. of Cal. v. Bakke, 438 U.S. 265, 313 (1978) (“[O]ur tradition and experience lend support to the view that the contribution of diversity is substantial.”).

  81. See, e.g., Michael J. Yelnosky, The Prevention Justification for Affirmative Action, 64 Ohio St. L.J. 1385, 1387 (2003).

  82. 443 U.S. 193, 204, 207–08 (1979) (holding that an affirmative action plan did not violate Title VII and was a legitimate effort to eliminate lingering employment discrimination).

  83. 480 U.S. 616, 642 (1987) (holding that an agency’s affirmative action hiring plan did not violate Title VII and represented “a moderate, flexible, case-by-case approach” to “improv[ing] . . . the representation of minorities and women in the Agency’s work force”).

  84. 480 U.S. 149, 185–86 (1987) (holding that an affirmative action promotion plan did not violate the Equal Protection Clause to remedy the organization’s past intentional hiring discrimination and discriminatory promotional procedures).

  85. One might object that this program does not fail the but-for test, because the nonminority that is not hired may not be particularly identifiable. It might be that any number of nonminority individuals may have had a chance at getting the job instead, and thus no Title VII claim can be maintained. This argument fails, because all that needs to be shown is a loss of a chance at fair hiring (which then must be priced accordingly at the damages stage). See, e.g., Alexander v. City of Milwaukee, 474 F.3d 437, 449 (7th Cir. 2007).

    Moreover, if this argument were to hold water, it would spell trouble for anti-discrimination law. Employers could design patently bigoted policies to escape Title VII’s reach by keeping the classifications nebulous and thereby obscuring the discrimination’s targeted nature.

  86. Jeannie Suk Gersen, Could the Supreme Court’s Landmark L.G.B.T.-Rights Decision Help Lead to the Dismantling of Affirmative Action?, New Yorker

    (

    June 27, 2020), https://www.newyorker.com/news/our-columnists/could-the-supreme-courts-landmark-lgbt-rights-decision-help-lead-to-the-dismantling-of-affirmative-action [https://perma.cc/8S4J-HPBD]; Cass R. Sunstein, Gorsuch Paves Way for Attack on Affirmative Action, Bloomberg (June 17, 2020, 8:30 PM), https://www.bloombergquint.com/gadfly/gorsuch-gay-rights-opinion-targets-affirmative-action [https://perma.cc/8GUQ-NJUL]; Jason Mazzone, Bostock: Were the Liberal Justices Namudnoed?, Balkinization

     

    (July 6, 2020), https://balkin.blogspot.com/2020/07/bostock-were-liberal-justices-namudnoed.html [https://perma.cc/RXK7-PM9Z].

  87. Eyer, supra note 11, at 1685–86.

  88. Id. at 1686–87.

  89. Id. at 1687.

  90. Id. at 1688.

  91. Id. at 1686–88.

  92. Id. at 1688.

  93. One critical question is how we apply the but-for test to such a scenario. Specifically, what do we change in the scenario and how do we change it? Do we change the race of all the students that go to the school, and what would we change their race to? This raises the serious concern of whether the but-for test is coherent and sufficiently determinate when applied to such scenarios.

  94. Ben Eidelson discusses a similar hypothetical in his forthcoming Article. Eidelson, supra note 72, at 29.

  95. See, e.g., Colleen Flaherty, More White Lies, Inside Higher Ed (Sept. 10, 2020), https://www.insidehighered.com/news/2020/09/10/more-allegations-racial-fraud-academe [https://perma.cc/G4FY-QKQY] (discussing two cases of people lying about racial identity in higher education).

  96. Eyer, supra note 11, at 1623–26.

  97. For favorable discussions of pluralism in constitutional interpretation, see, e.g., Philip Bobbitt, Constitutional Interpretation (1991); Richard A. Posner, The Problematics of Moral and Legal Theory (1999); David A. Strauss, The Living Constitution (2010); and Mitchell N. Berman, Our Principled Constitution, 166 U. Pa. L. Rev. 1325 (2018).

  98. See generally Frank B. Cross, The Significance of Statutory Interpretive Methodologies, 82 Notre Dame L. Rev. 1971 (2007) (discussing the Supreme Court’s embrace of pluralism in statutory interpretation).

  99. Eyer, supra note 11, at 1622.

  100. Id. at 1629–41.

  101. Id. at 1644–52.

  102. Id. at 1653–62.

  103. Id. at 1653–64, 1685–88.

  104. Berman & Krishnamurthi, supra note 15, at 44–46.