This paper presents a framework for union discrimination against women and minorities in the public sector. Based on this framework, alternative ways that public policy might try to reduce union discrimination are discussed. It is suggested that the success of these efforts depends on whether the policy actions “fit” the fundamental sources of discrimination presented in the framework. A clearer understanding of why unions discriminate can help policymakers and lawmakers address this problem in an effective fashion, one that is at least partially acceptable to all concerned parties.
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