|
In a lengthy Wall Street Journal story this morning on Federalist Society executive director Leonard Leo's support for Harriett Miers, there is a featured quote from the Cato Institute's Roger Pilon:
"This woman has demonstrated almost nothing that would indicate she is either one of us or up to the job." (Emphasis added.)
From an e-mail this morning:
The President promised "a judge in the mold of Scalia and Thomas." Do they forget the row about Thomas? How he was un- or under-qualified, a diversity pick, how no one really believed he was "the best person for the job," how a personal story of character was not the proper qualification to SCOTUS? The first 2 or 3 years Thomas was on the court, he was accused of not having his own mind, only was there to copy Scalia. But eventually Thomas emerged as a champion of the conservative cause.
The difference between conservative legal elites' support for Justice Thomas and their split over Miers is that Justice Thomas was indeed "one of us" in their eyes, meaning one of the Capitol's regulars at roundtables and seminars and receptions prior to his elevation to the D.C. Circuit. Justice Thomas had many personal friends who went to the mat for him against the onslaught in 1991.
Miers has been in D.C. for nearly five years, but is clearly not a "joiner," and has clearly been working very long hours at the White House. The "not one of us" argument is the most candid admission yet of one the most powerful motives at work in the anti-Miers camp. This is not to say that critics of Miers aren't sincere. They are. But Pilon's admission against interest may explain the ferociousness of the assault from normally reserved and jovial academics. When Bacchus takes up the dagger, something strange is going on.
The echo-chamber effect that plagued the Michael Moore Democrats last year may now be at work among conservative intellectuals who think they are seeing a rising, when in fact they are witnessing the equivalent of a cyber faculty meeting meltdown over a tenure decision, on steroids.
What do the GOP senators who have the votes see?
I began surveying hometown papers of Judiciary Committee senators today, and found this interesting article in the Des Moines Register from October 6. In it, Senator Grassley made these comments:
"Maybe everybody ought to just cool it," the Republican said. "We have a constitutional process that will answer a lot of these questions."
The article also notes:
Grassley said some of his initial worries were soothed by a one-on-one, 45-minute meeting he held with Miers on Tuesday afternoon that "went very well." He said, though, that the meeting won't have as much bearing as the hearings.
This on-the-record assessment contrasts with the anonymous slagging of Miers' welcome in the private meetings that has become an article of faith in the anti-Miers camp.
The paper also reported:
Paula Dierenfeld, a Republican activist and lawyer from Des Moines, said Miers has been "a real trailblazer" in her profession. "She's a true role model for women in any male-dominated profession but in particular the practice of law," Dierenfeld said. "I think the president again has selected the person most qualified for the position."
Both Dierenfeld and Steve Roberts, a member of the Republican National Committee from Iowa, said they have heard no criticism of Miers from Iowa conservatives.
Christine Stineman of Progress for America said Iowa members of the group, because of their "unique position" living in the state with the first-in-the-nation presidential caucuses, will be pressing Republican senators who visit Iowa to state their positions on Miers.
"We'll be communicating with letters and e-mails and talking with folks as they come in the state," she said.
My guess is that the phones aren't burning up in the way that they exploded when Dems tried to suppress the votes of the military overseas in the Florida Fiasco of 2000, or in the aftermath of the Gang of 14's deal in the spring. If it was otherwise, there would be many visible signs.
One of the advantages of being a talk radio host is that I do travel to my markets and I do meet with audiences, and I get to ask them questions. I am a frequent visitor to various GOP grassroots organizations, from the gatherings of the classic "blue haired ladies," to a Tech Coast professional womens' club, to various fundraisers for candidates. I don't just talk about the base, I meet with the base. A lot. As do GOP senators on the Judiciary Committee.
There is no upside for a GOP senator to break with the president over Miers, but considerable risk. And not just risk to that senator's standing with the loyal Republican activist of years or even decades of service, but also to the Senate majority.
How important is that majority to senators?
Senator Grassley, you may recall, was one of the Committee Chairmen who lost their posts when Jim Jeffords did his big bounce in May, 2001. Senator Specter is just begun on what he hopes will be a six year run as Chair of Judiciary. Even the junior senators on Judiciary will be hearing from their caucus colleagues on the dangers to the majority of a botched hearing.
Maryland's Lt. Gov. Michael Steele declared yesterday for the seat being vacated by Senator Sarbanes. Will it help or hurt this dynamic candidate who has a chance to become the GOP's first African American senator since Brook of Massachusetts if the Judiciary Committee's GOP members pummel Miers over the Texas Bar Association's policy of encouraging minority recruitment? Will such a verbal blast help Ohio's Ken Blackwell, the African American candidate for the Buckeye State's governorship?
In Minnesota, where Mark Kennedy has a shot at the open seat of retiring Mark Dayton and where pro-life sentiment cuts across party lines as it does in Pennsylvania where Senator Santorum faces an uphill battle against a self-declared pro-life Bob Casey, Jr., will it help either man for Republican senators to reject a nominee who has supported the Human Life Amendment and battled the ABA over the issue?
Over at In The Agora, Paul Musgrave replied to my "public choice" argument, and suggested I used the wrong unit of analysis. Musgrave provides some excellent pointers to background on public choice theory, and here's a one paragraph intro:
Public choice takes the same principles that economists use to analyze people's actions in the marketplace and applies them to people's actions in collective decision making. Economists who study behavior in the private marketplace assume that people are motivated mainly by self-interest. Although most people base some of their actions on their concern for others, the dominant motive in people's actions in the marketplace—whether they are employers, employees, or consumers—is a concern for themselves. Public choice economists make the same assumption—that although people acting in the political marketplace have some concern for others, their main motive, whether they are voters, politicians, lobbyists, or bureaucrats, is self-interest. In Buchanan's words the theory "replaces... romantic and illusory... notions about the workings of governments [with]... notions that embody more skepticism." (emphasis added.)
I think Professor Musgrave's analysis almost entirely misstates a senator's perspective on the matter before them.
There is no large scale revolt in the base, although there is a lot of noise from commentators. The somewhat desperate looking attempt to get a new "grassroots" campaign going tells me that no established and powerful group is willing to take the internet lead. (Thus splitting their own donor base?) Some internet sites are opposing Miers, some are supporting her. Some legal heavyweights are critical. Some legal heavyweights are supportive. Crucially, the president isn't wavering an inch. Senate offices know revolts when they happen, as do talk show hosts. This is a great issue for talk radio because there are passionate, passionate people on both sides.
But the public hasn't risen up and demanded the Senate act to defeat Miers, and the very good chance is that if that hasn't happened yet, it isn't going to happen at all.
The upside of voting against Miers for a senator is so limited as to be almost non-existent in the real world of politics. The promises of glorious battles with the Dems and the break-up of the Gang of 14 means to them shattering their comfortable worlds and opening themselves up again to the enormous pressures that built throughout the spring. To those who, like Senators Graham and DeWine, took the most heat for the Gang of 14 deal, or like Senators Chafee and Snowe, facing re-election with restive conservative bases, or even stalwart Jon Kyl, facing a deep pockets opponent in Arizona, smashing up the president nominee just doesn't figure to be a good move. Try explaining to the Arizona Pro-life Network why Miers wasn't good enough.
And then there is the prospective trauma of losing, again as in 2001, the majority from which all their influence over legislation and hearings flow. To approve Miers is to shift the responsibility for the choice squarely on to the president --where it belongs, by the way-- and to protect themselves and their colleagues from voter backlash. It is to defuse many potentially potent arguments of Democratic opponents --there obviously was no litmus test, there is a woman to replace a woman, not a second white male, there is such a thing as "affirmative action" that does not offend the Constitution and which is reconcilable with adamant opposition to Grutter-like race weighting by state actors in the admissions process.
Or they can risk the wrath of the Cato Institute and the "not one of us" caucus.
Finally, the anti-Miers crowd lacks a Senate champion, and finding one is their greatest obstacle, and one that will only get harder.
They are looking for Senator Brownback or Senator Allen, but both senators are looking at the 2008 primaries, and both must know that the defeat of the Miers' nomination will be a lasting scar laid at the Senate's feet if it happens. When you run for president, you want to run for something, not away from something. You imagine not just the questions you will be asked over and over again, and the answer you will have to give over and over again. You try very hard to control variables, and worry constantly about raising money --not a little of it from lawyers far outside of the Beltway, btw, who had always thought themselves qualified to be judge or a justice if only they'd had a little more time. You have an answer for voting for Miers: "The GOP has always believed that absent a character flaw, the president gets his nominees and to vote against Miers is to surrender the process we are trying to fix to the special interest groups of the left's agenda and tactics demand for ideological answers from nominees." Your answer for voting against: "I just couldn't bring myself to trust the president's judgment on this one, and I didn't foresee what would happen next."
True, they will earn praise from some activists, essayists and bloggers. But many of those new friends with blogs were friends of the president until he disappointed them. You don't get elected to the Senate by banking on the loyalty and support of opinion makers who are in the process of displaying their willingness to turn on a dime and compare the president's nominee to Caligula's horse.
There are a lot of issues on which to run for president. I don't think a successful GOP campaign has ever been launched on the idea of defeating the incumbent president on a crucial issue.
It will be a very interesting few weeks.
UPDATE: 10:50 AM, Pacific
I have reproduced the Texas ABA Resolution that has upset so many anti-Miers commentators. It wasn't available on-line, so here it is. Please note that although the language is the same, the formatting of this document is not the same as the original.
RESOLUTION OF THE STATE BAR OF TEXAS
REGARDING STATEMENT OF GOALS
OF HOUSTON LAW FIRMS AND CORPORATE
LEGAL DEPARTMENTS FOR INCREASING
MINORITY HIRING, RETENTION AND PROMOTION
WHEREAS, according to the National Law Journal, minorities comprise only 2.4 percent of partners and 6.8 percent of associates at the 250 largest law firms in the United States; and
WHEREAS, minorities comprise only 2.1 percent of the partners and 4.8 percent of the associates of the 18 largest law firms in Texas, and
WHEREAS, the Hispanic Bar Association has promulgated and unanimously adopted the attached “Statement of Goals of Houston Law Firms and Corporate Legal Departments for Increasing Minority Hiring, Retention and Promotion†(the “Statementâ€); and
WHEREAS, the Statement provides a hiring goal (not a quota) and delineates steps to achieve greater participation of minority lawyers in majority law firms;
WHEREAS, the Statement has been endorsed and approved by numerous other local bar associations, including the Houston Bar Association, the Mexican American Bar Association of Houston, the Houston Lawyers and the Durham Society; and
WHEREAS, as of June 22, 1992, the Statement has been endorsed by 23 law firms and 5 corporate legal department, the names of which are attached hereto; and
WHEREAS, the State Bar of Texas desires to encourage qualified minority law students to apply for employment at Texas law firms; and
WHEREAS, the State Bar of Texas desires to encourage majority law firms to seek, hire, retain and promote qualified minority lawyers; and
NOW THEREFORE, BE IT RESOLVED THAT:
1. The State Bar of Texas approves and endorses the Statement of Goals.
2. The State Bar of Texas encourage local bar associations throughout Texas to promulgate and implement similar programs.
3. The State Bar of Texas encourages majority law firms to increase the number of minority partners and associates in their firms.
4. The State Bar of Texas encourages majority law firms to adopt the Statement of similar programs in order to increase the number of minority partners and associates in majority law firms.
STATEMENT OF GOALS OF HOUSTON LAW FIRMS
AND CORPORATE LEGAL DEPARTMENTS FOR INCREASING
MINORITY HIRING, RETENTION AND PROMOTION
By THE HISPANIC BAR ASSOCIATION
Preface
There are occasions when the supremacy of a document of principles requires the subscription of individual names so that the world will not doubt a public commitment., The founding documents of our policy – the Declaration and the Constitution – bear names now given upper-case immortality as the Signers. When the Supreme Court rebuked open defiance of its desegregation decisions in Little Rock, Arkansas, the opinion was not only unanimous but carried the individual signatures of every member of the Court.
-- Cooper v. Aaron, 358 U.S. 1 (1958).
Today, when the nation’s commitment to equal opportunity and racial justice is under assault from many quarters, leaders of the various majority and minority bar associations have not been content merely to have their Associations speak in its own name about necessary efforts to improve the recruitment, retention and promotion of minority Lawyers. Instead, by an act of unmistakable clarity and institutional seriousness, law firms and corporations have affirmed their adherence to the Statement of Goals unanimously adopted by The Hispanic Bar Association.
The signatories pledge themselves to take steps to increase the employment of minority lawyers who are African- and Asian-American, Hispanic- and Native American, declaring as a desirable goal, not a quota, the employment of ten percent of the total number of all lawyers hired by each firm or corporation during the period 1993-1998. If recruitment and retention programs are successful, then, over time, minority partners and senior corporate counsel are expected to correspond more closely to the percentage of minority lawyers they hired. The signatories agree to take specific steps toward the goal of increasing retention and promotion rates of minority lawyers. The signatories agree to pursue programs further to ensure that work opportunities for minority lawyers are equivalent to those of non-minority lawyers.
The Statement of Goals is a great advance for the Bar and a beacon to the country.
STATEMENT OF GOALS
I. Introduction
1. The number of African-American, Hispanic-American, Asian-American and Natives American Lawyers (collectively “Minority Lawyersâ€) practicing in law firms and corporate legal departments in the City of Houston has long been small in relation to the total number of lawyers employed by such law firms and corporate legal departments.
2. In a profession that has prided itself in leading the fight for equal opportunity under the law, it is essential that we make further progress in achieving greater representation of Minority Lawyers at all levels in our own firms, and corporate legal departments.
3. The increased enrollment of Minorities in law schools, which now exceeds 15 percent of graduating classes in most schools from which Houston law firms and corporate legal departments recruit, affords an opportunity for increasing the representation of Minority Lawyers in firms and legal departments, as these enumerated below continue or are taken.
II. Statement of Goals for Increasing Minority
Representation at All Levels of Law Firms and
Corporate Legal Departments
EACH SIGNATORY PLEDGES TO PURSUE THE FOLLOWING GOALS:
(a) Full and Equal Participation of Minorities: To achieve participation of Minority Lawyers at all professional levels in its law firm or corporate legal department.
(b) Minority Hiring: To achieve the goal of hiring, during the period 1993 through 1998, a substantial number of Minority Lawyers, subject to the availability of Minority applicants meeting the hiring criteria of such firm or corporate legal department. A desirable goal (not a quota) to be achieved would be equal to 10 percent of the total number of all lawyers hired by such firm or corporate legal department during the period 1993-1998. We believe that this goal is realistically attainable if steps recommended in Section III are continued or are taken and the pool of minority law school graduates from which the law firms or corporate legal department recruits is at an adequate level.
(c) Minority Partners and Senior Corporate Counsel: To promote or to invite to partnership in each law firm and to senior corporate counsel in each corporate legal department, Minority Lawyers who meet the firm’s or legal department’s requisite criteria for partnership or senior corporate counsel. We believe that this goal and the hiring goal set forth in the preceding paragraph are related and mutually dependent in that, if recruitment and retention programs are successful, then, over time, the number of minority partners and senior corporate counsel will correspond more closely to the percentage of Minority Lawyers hired by the firm or corporate legal department. Firms and corporate legal departments that have Minority Lawyers at the senior level are better able to recruit minority law graduates. The more successful a firm or corporate legal department is in recruiting, the more likely it is that more Minority Lawyers will achieve partnership or senior corporate counsel status.
III. Steps to be Taken by Firms and Corporate
Legal Departments in the Recruitment Process
EACH SIGNATORY PLEDGES TO PURSUE THE GOAL OF INCREASING THE NUMBER OF MINORITY LAWYERS HIRED BY TAKING ALL OR SOME OF THE FOLLOWING STEPS:
(a) Continuing to utilize hiring criteria for all lawyers (minority and non-minority) that include academic records, communication skills, leadership, integrity, resourcefulness and other factors which indicate potential for success in the law firm or corporate legal department.
(b) Increasing the pool of minority law student applicants who meet the firm’s or corporate legal department’s hiring criteria by:
(i) augmenting interviewing efforts at law schools with significant numbers of minority law students; and (ii) identifying minority students through placement administrators, faculty members, former summer associates and minority law student organizations at law schools and by job forums, receptions and other activities for law students.
(c) To the extent that a law firm or corporate legal department engages in lateral hiring, increasing the lateral minority attorney applicant pool by: (i) communicating with law school placement administrators and faculty members for referrals to practicing Minority Lawyers; (ii) requesting professional recruiters, when used, to include Minority candidates in their searches; (iii) requesting Minority partners of law firms for referrals.
(d) Recruiting Minority applicants by involving partners and senior corporate counsel in the recruitment process.
(e) Communicating to all lawyers the firm’s or legal department’s commitment to the goals set forth in this statement.
IV. Steps to be Taken by Firms and Corporate
Legal Departments for Retention and Promotion o
Minority Lawyers to Partnership and Management Positions
EACH SIGNATORY PLEDGES TO CONTINUE TO PURSUE THE GOAL OF INCREASING RETENTION AND PROMOTION RATES FOR MINORITY LAWYERS BY DOING THE FOLLOWING:
(a) Exercising diligence and sensitivity further to ensure that the opportunities for Minority Lawyers are equivalent to those provided to non-Minority Lawyers in the assignment of work on a consistent basis of the type necessary to develop skills and acquire experience for success and advancement;
(b) Enhancing programs aimed at increasing retention rates for all attorneys, focusing on allocation of interesting work, training and guidance, relationship with partners and senior corporate counsel, client contacts, feedback and pro bono commitment;
(c) Exercising diligence and sensitivity further to ensure that the work, and social environment is as hospitable for Minority Lawyers as it is for non-Minority Lawyers by providing and encourage that:
• Minority Lawyers receive equal opportunity to perform significant work assignments for important clients;
• Minority Lawyers receive equal training, mentoring, guidance, feedback and opportunities to grow and succeed;
• Minority Lawyers are included in work-related social activities with other lawyers and clients;
• Programs are adopted for all new lawyers that enhance their understanding of business concepts, client relations, and their confidence in dealing with such matters.
• Social and business development opportunities (both informal and formal) for Minority Lawyers are free of discrimination on the basis of race, sex, religion, creed or natural origin.
(d) Ensuring equal opportunities for Minority Lawyers to achieve partnership or senior corporate counsel status by:
• Using the same criteria for Minority and Non-Minority Lawyers in evaluating lawyers for promotion to partnership or senior corporate counsel status
• Guiding the development of Minority Lawyers in the same manner as non-Minority Lawyers
• As Minority Lawyers near consideration for partnership or senior corporate counsel, assigning responsibility for important client matters to senior Minority Lawyers in the same manner and extent that such matters are assigned to senior non-Minority Lawyers.
The Statement of Goals is endorsed by the Durham Society, the Hispanic Bar Association, the Houston Bar Association, Houston Lawyers and the Mexican-American Bar Association.
|