Originally from Journal of American Arbitration (JAA)

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I. INTRODUCTION 

II.  RECOGNIZING THAT RACE STILL MATTERS IN EMPLOYMENT  DISCRIMINATION 

A.  Studies Indicate Increasing Workplace Racism 

B.  Courts and Employers Recognize the Importance of Increasing Diversity and the Lack of Racial Minorities in LeadershipPositions 

C.  Despite Increasing Diversity in the Workplace, Complaints of Race Discrimination have Significantly Increased 

III.  RECOGNIZING THAT RACE STILL MATTERS IN THE ARBITRATION OF  EMPLOYMENT DISCRIMINATION DISPUTES AND THE SELECTION OF  THE ARBITRATOR 

A. The Intersection of Private Dispute Resolution With Racial  Prejudice in the Employment Setting 

B. No Critical Mass of Black Arbitrators For Employment  Discrimination and What Leyton Hewitt Can Show Us About Race  in Arbitrator Selection 

C. Selection of Arbitrators Based on Race as a Constitutional Concern  Under the Equal Protection Clause 

1.  A New Form of Racially Restrictive Covenants 

2.  Extending Batson to the Selection of Arbitrators:  Not     Likely 

IV. USING SECTION 1981 TO CHALLENGE RACE-BASED SELECTION OF  ARBITRATORS IN EMPLOYMENT DISCRIMINATION DISPUTES 

V. ADDRESSING RACIALLY BIASED ARBITRATOR SELECTION THROUGH  AFFIRMATIVE ACTIONS BY EMPLOYERS AND DISPUTE RESOLUTION  SERVICE PROVIDERS 

A. Develop A Critical Mass and Cadre of Arbitrators of Color to Handle Race Discrimination in Employment Disputes 

B. Focus on the Value of Mediation 

VI. CONCLUSION