“…Noting the limits of this binary, several legal scholars have questioned the capacity of current legal doctrine to interrogate more complex forms of discrimination and have offered alternative conceptualizations and frameworks for legal inquiry that recognize the unconscious and unintentional nature of discrimination as well as its structural origins (Bisom-Rapp, 1999, 2001a, 2001bGreen, 2003aGreen, , 2003bGreen, , 2005Green, , 2007Green, , 2011Hart, 2011;see, e.g., Krieger, 1995;Sturm, 2001). The work of Green (2003aGreen ( , 2003bGreen ( , 2005Green ( , 2007Green ( , 2011 is particularly instructive in that she outlines a structural account of disparate treatment theory, which conceptualizes discrimination in terms of "workplace dynamics" rather than a single, identifiable discriminatory decision or the adverse impact of a seemingly neutral employment practice. As Green (2003a) argues, "Conceptualizing a form of discrimination in terms of discriminatory bias in workplace dynamics places much needed emphasis on the structural factors while making clear that both conscious and unconscious bias operate at multiple levels of social interaction" (p. 92).…”