for feminism. School of Theology dean Richard Nesmith told the school's professors that Harrison's replies to questions from the ten faculty members in her interview were inadequate and she did not "cut the mustard". After the school did not hire Harrison, Richardson perceived a lack of support by school administration for women and minority faculty candidates. Associate Dean Nelle Slater was fired by Nesmith, who explained that the two did not "dance well". Silber vetoed the appointment of Stephen Brech Reid, an African American academic supported by professors at the School of Theology. Nesmith and Silber then created a faculty position for white male sociologist Peter L. Berger, requesting input from students and professors (satisfying affirmative-action requirements) after deciding to give the job to Berger. Silber and Nesmith, who felt that affirmative action would lower academic hiring standards, triggered strife among students and faculty (including then-dean of students Nancy Richardson) at the School of Theology. Their opponents believed that affirmative action helped increase equality in a system developed by white men. Richardson advocated affirmative action to Nesmith, arguing that it would not lower academic standards and the school's administration should reexamine its assumptions about race, women and minorities. Richardson was fired in 1981, with Nesmith attributing her termination to "pedagogical and ideological differences" with the administration. Richardson sued, claiming discrimination by Boston University. Heins provides a background of precedent established by prior cases (some of which contradict each other), interspersed with discussions of Supreme Court decisions concerning affirmative action. Minority student admissions Heins discusses the Supreme Court case Regents of the University of California v. Bakke, a landmark on affirmative action for minority students in university and college admissions. The case (decided in 1978) upheld affirmative action in the admission of minority students as one of several factors to consider, not the primary one. In the lawsuit, the affirmative-action standards at UC Davis School of Medicine were challenged; the school had a policy of holding 16 out of 100 slots for minorities in the incoming class of students, regardless of qualification. Potential student Allan Bakke, a qualified white applicant, challenged the practice after he was rejected by the school. In an opinion written by Justice Lewis F. Powell, Jr., the court ruled against racial quotas at the school while allowing minority status to remain one of several criteria in the admissions process. Minority hiring The author contrasts Regents of the