Law friends—I must be the dumbest researcher known to man, but what Bluebook rule specifies CA4 through CA11 as 4th, 5th, etc.? R6.1 deals with abbreviations and references T7 for court names, but those COAs aren’t listed in T7. Obviously these are the abbreviations, but what rule says that?!?
![LinkedIn post by Leah Ward Sears that reads:
The myth of a meritocracy.
Many organizations take pride in being meritocracies, places where talent, hard work, and results drive advancement. On the surface, this seems like an ideal system—fair, rational, and rewarding the best.
But there’s a difficult truth we need to face.
If your team, leadership, or industry consistently elevates people from the same race, gender, or background, despite operating in a diverse society, you’re not seeing the outcomes of a meritocracy. You’re likely seeing the effects of a system that feels fair but was built on inherited norms and unequal access.
Talent is not exclusive to any one group. Opportunity, however, often is.
“Merit” isn’t a fixed, objective measure, it’s a constructed one. And who defines it matters. Often:
• We mistake cultural familiarity for competence
• We reward those who “fit in” more easily, not necessarily those who challenge or improve the system
[continued in next]](https://cdn.bsky.app/img/feed_thumbnail/plain/did:plc:gqiv2wjg6vz3rw7y3coue6w2/bafkreiathp6rlihlifimme2hjhu7rsjazwxfknwz54i7yutaaywxxvgkoa)
![[continued post from Leah Ward Sears]
We equate elite credentials with potential, even though access to those credentials has never been distributed equitably
When “merit” is defined by the dominant group’s experience, it will naturally favor those who already resemble that group. This is how systems of exclusion are perpetuated, even unintentionally.
So what does a meritocracy look like?
It’s not just about removing bias in hiring. It’s about reexamining how we measure excellence. It’s about asking whether the metrics we use—billable hours, executive presence, “polish,” or pedigree—are objective, or simply familiar. It’s about understanding that equal treatment in an unequal system only deepens disparities.
A real meritocracy:
• Looks beyond the surface to identify untapped potential
• Creates pathways, not just filters
• Sees diversity not as an exception to merit, but as its natural outcome](https://cdn.bsky.app/img/feed_thumbnail/plain/did:plc:gqiv2wjg6vz3rw7y3coue6w2/bafkreiay4fn6vxrgjlfdaayjhsrrfhnop47k6dtkyohjvm4ai67oa5jsye)
