Lauren B. Edelman writes for The Washington Post, Nov. 17, 2017
Human resources publications from that time show that there wasn’t much concern for the potential targets of harassment. Instead, management scholars and HR officers claimed that these policies would protect employers from liability in the event that a supervisor harassed an employee.
Lauren Edelman quoted by Chicago Tribune, Oct. 27, 2017
For anti-harassment policies to be most effective, companies need to focus on helping end harassment rather than merely protecting a business from being sued, Edelman said. “Because just saying you have a zero-tolerance policy alone is symbolic,” Edelman said. “You have to back it up or it’s not going to work.”
Lauren Edelman quoted by Vox, Oct. 24, 2017
“[Harassment training] is often a veneer, or what I call symbolic compliance,” said Lauren Edelman, a professor of law and sociology at Berkeley Law. The problem, she continued, is that courts don’t distinguish between legal procedures that are a veneer and those that are actually effective.
Lauren Edelman quoted by The Economist, Oct. 21, 2017
Young academics are at the mercy of star professors, whose goodwill and references they need when they start the hunt for a scarce permanent job. Universities may sack a junior staff member they find guilty of harassment, says Lauren Edelman. … But they often protect faculty members by paying off their accusers and insisting on non-disclosure agreements.
Lauren Edelman quoted by Newsweek, Oct. 19, 2017
Anti-harassment policies and procedures are just “symbolic compliance,” … Lauren Edelman tells Newsweek. “They’re meant to protect the company,” says Edelman. “The reason they’re created is because they’ve become widely accepted as indicative that the company cares about stopping harassment even when they don’t.”
Lauren Edelman quoted in The Guardian, May 2, 2016
“We really need more research on what works. All we really know about sexual harassment training is that it protects employers from liability. We don’t know whether it protects employees. We don’t know whether it reduces sexual harassment.”
Lauren Edelman and Robert Berring quoted in Yale Daily News, September 13, 2012
“The point that Robert Post makes about the possibility of there being a study of law that is independent of other disciplines, I think, is a hard point to make,” said Lauren Edelman…. “It’s somewhat unclear to me what it means to say that [the new Ph.D.] is wholly about law, given that law itself is a field very much populated by Ph.D.s in other disciplines, and much of the legal scholarship takes into account many of the fundamentals and methods represented.”
Bob Berring, a former interim dean of Berkeley Law, said the brand of legal education taught at Yale is already so academic that many in the profession consider it impractical. “I’ve been to five law schools in my time, and, of course, graduates of Yale dominate the legal academy,” Berring said. “But whenever someone from Yale comes up in conversation, someone always makes the joke, ‘But they didn’t go to law school, they went to Yale.'”
UC Berkeley News, June 16, 2010 by Andrew Cohen
“The Berkeley community lost one of its post-war academic giants, whose scholarship and leadership helped shape the theory and sociology of organizations and transform the social study of law,” said David Lieberman, professor at UC Berkeley School of Law and a close colleague of Selznick’s.
According to Edelman, Selznick emphasized law as a realm of moral values that necessarily shape the character of private as well as public governance. “His legacy is even greater,” she said, “because with Dean Kadish he created the (JSP) program and undergraduate Legal Studies major, which have been emulated by major universities all over the globe.”