Arbitration of discrimination grievances: Arbitral and judicial competence compared

The author compares arbitral and judicial competence to hear and decide discrimination complaints and concludes that the traditional arbitration model provides as good or better forum for resolving gender discrimination claims. She addresses typical concerns (e.g. that an employee will not be fairly represented; that an arbitrator’s narrow responsibility of contract interpretation does not include vindication of statutory rights, etc.) and concludes that the criticisms are unfounded.