Professor Len Rubinowitz, a 78-year-old faculty member of Northwestern University’s Pritzker School of Law, has filed a lawsuit against his employer alleging age discrimination in pay raises. The legal battle brings to the spotlight broader issues of purported inequality and discrimination within the legal profession.
Rubinowitz’s lawsuit, details instances of relative disparity in his salary increases over the past few years when compared to colleagues younger than 40. The professor has claimed that the law school’s salary formula is coded to subtly favor younger faculty members, creating a significant age-based pay gap.
While it’s common for salary increases across academia to be hinged on performance, typically assessed through scholarly productivity and teaching evaluations, Rubinowitz alleges the Northwestern law school utilizes a less transparent method. This, he argues, allows for age-based discrimination while maintaining a semblance of fairness.
To support his case, Rubinowitz cites the Age Discrimination in Employment Act (ADEA) and the Illinois Human Rights Act (IHRA). According to these acts, it is unlawful for employers to discriminate against individuals aged 40 and older based on their age. If the allegations turn out to be true, Northwestern’s pay policy could be found in violation of these Acts.
This litigation comes at a time when law firms and corporate legal departments worldwide are grappling with issues of diversity, equality, and inclusivity. While efforts are being made to address gender and racial balance, this case underscores the need to consider age balance as a crucial aspect of any diversity and equality strategy within the legal profession.
Furthermore, given the gravitas of such allegations coming from a prestigious law school, the outcome of this lawsuit will likely shape how age-based policies, particularly in relation to compensation, are viewed, structured and implemented in legal departments worldwide. Future actions by law firms, in-house legal teams, and law schools could potentially be altered if they are found to be indirectly favouring younger employees.
In conclusion, Rubinowitz’s lawsuit against Northwestern University holds implications not only for educational institutions, but also for larger corporations and law firms. It also serves as a broader reminder about the ongoing need for comprehensive equality and diversity policies within the legal profession.