Attitudes toward hate crime laws

The research reported here was a survey study exploring attitudes toward hate crime laws and possible causes of such attitudes. In a path model, which was supported by the data, it was found that the major factor determining acceptance or rejection of a hate crime law was whether or not homosexuals would be included as a protected group: those wanting inclusion supporting such a law, and those not wanting inclusion opposing such a law. Consistent with identity politics theory, the data-supported model further found that both social and economic liberals, and people who thought hate crimes created fear in other members of the victim's group, wanted homosexuals included in hate crime laws. Other findings, however, were inconsistent with the identity politics theory position that this movement was a united front. Other results from the data-supported model are also discussed and explanations are provided.     

Grievance mediation

Conclusion In sum, grievance mediation is a highly successful alternative to labor arbitration. It shares with expedited arbitration the capacity to reduce the time and cost of arbitration, and is more likely to produce mutually acceptable outcomes than is a conference procedure in which the neutral retains decisional authority. It is also more likely than either of those procedures to improve the parties' dispute resolution ability and ultimately their entire relationship.To be sure, not all grievances can be successfully resolved through mediation. Still, its advantages are so great, and its costs so low that an effort to resolve grievances at mediation should be a required step preceding arbitration in all collective bargaining contracts. Stephen B. Goldberg is Professor of Law at Northwestern University Law School, Chicago, Ill., 60611. He is a member of the National Academy of Arbitrators and president of Mediation Research and Education Project, Inc.This article draws in substantial part on material contained in the author's recent book (with William L. Ury and Jeanne M. Brett),Getting Disputes Resolved: Designing Systems to Cut the Costs of Conflict (San Francisco: Jossey-Bass, 1988).