Earlier this year, I attended an employment law seminar. One of the topics dealt with the issue of “reverse” discrimination. The presenter, a well respected African-American attorney, began his presentation by stating that the reason he went to law school was so he could represent white people in discrimination cases. While it was not clear whether the speaker was making an attempt at humor or sarcasm, the comment reflected a mixed emotion that sometimes arises with the issue of “reverse” discrimination. First, I must confess that I deplore the term “reverse” discrimination. Under both federal and state laws, if an employer is motivated by an employee’s race in an adverse employment action, such as a demotion, failure to promote, or termination, it is unlawful. Period. As a result of changing attitudes, changing demographics and the enforcement of anti-discrimination laws, we are seeing a greater representation of women and minorities in management. As a result, there
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