From affirmative action hiring to the globalisation of legal academia

Abstract

Scholars have long agreed upon the interrelated rationales for a diverse law faculty, which include the recognition of the value of multi-perspective and multicultural education and scholarship, the promotion of non-discrimination and prevention of discrimination in the legal academy and legal community at large, and the benefits of minority mentors and role models for minority students. This article will make use of the United States Supreme Court’s 2003 landmark decision in Grutter v Bollinger to illuminate how its diversity rationale in the admission of law students should extend to the hiring of minority law faculty members. Further, it will argue that “racial minorities” should include not only African Americans, Hispanics, and Native Americans, but also Asian Americans. Finally, law schools should include foreign professors in their affirmative action hiring efforts in this era of globalisation. Although this article focuses more upon faculty hiring than student admission, to the extent that it appropriates the Grutter rationale to discuss affirmative action hiring, affirmative action admission will also be a significant part of the discussion. After all, a diverse law faculty and a diverse student body are inseparable components of a supportive and friendly law school environment.