How to Read African American Literature offers a series of provocations to unsettle the predominant assumptions readers make when encountering post-Civil Rights black fiction. Foregrounding the large body of literature and criticism that grapples with legacies of the slave past, Aida Levy-Hussen’s argument develops on two levels: as a textual analysis of black historical fiction, and as a critical examination of the reading practices that characterize the scholarship of our time.                 Drawing on psychoanalysis, memory studies, and feminist and queer theory, Levy-Hussen examines how works by Toni Morrison, David Bradley, Octavia Butler, Charles Johnson, and others represent and mediate social injury and collective grief. In the criticism that surrounds these novels, she identifies two major  interpretive approaches: “therapeutic reading” (premised on the assurance that literary confrontations with historical trauma will enable psychic healing in the present), and “prohibitive reading” (anchored in the belief that fictions of returning to the past are dangerous and to be avoided). Levy-Hussen argues that these norms have become overly restrictive, standing in the way of a more supple method of interpretation that recognizes and attends to the indirect, unexpected, inconsistent, and opaque workings of historical fantasy and desire. Moving beyond the question of whether literature must heal or abandon historical wounds, Levy-Hussen proposes new ways to read African American literature now.    

Since the passage of the Civil Rights Act, virtually all companies have antidiscrimination policies in place. Although these policies represent some progress, women and minorities remain underrepresented within the workplace as a whole and even more so when you look at high-level positions. They also tend to be less well paid. How is it that discrimination remains so prevalent in the American workplace despite the widespread adoption of policies designed to prevent it? One reason for the limited success of antidiscrimination policies, argues Lauren B. Edelman, is that the law regulating companies is broad and ambiguous, and managers therefore play a critical role in shaping what it means in daily practice. Often, what results are policies and procedures that are largely symbolic and fail to dispel long-standing patterns of discrimination. Even more troubling, these meanings of the law that evolve within companies tend to eventually make their way back into the legal domain, inconspicuously influencing lawyers for both plaintiffs and defendants and even judges. When courts look to the presence of antidiscrimination policies and personnel manuals to infer fair practices and to the presence of diversity training programs without examining whether these policies are effective in combating discrimination and achieving racial and gender diversity, they wind up condoning practices that deviate considerably from the legal ideals.  

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