Discrimination and Retaliation

Betty Dukes was a cashier who use to work at Wal-Mart. For lodge years Ms. Dukes worked hard and aspired to move up the ranks in the company. She thought that if she became sure and dedicated to her clientele she forget one day move to a higher position in the company. The time came that she felt that she was ready for the nigh challenge. She came up to her immediate supervisor and asked to be trained for the higher job (Daniels, 2004). Unfortunately she was denied world given the training needed to move up the order.This incident triggered what now is the biggest class action sex contrast move workforcet in the United States. Widely known as the Dukes vs. Wal-Mart Inc, this lawsuit charges Wal-Mart of committing sex-discriminatory trust against their employees especially women. Upheld in June 2004 to be a class action lawsuit, this object lesson covers over 1. 5 million current and former employees at Wal-Mart. Wal-Mart appealed the zone courts decision but on February 20 07, the Ninth racing circuit affirmed the courts class certification.The U. S. Equal Employment fortune Commission or EEOC helped in this case. The commission is the federal arm of the political relation with the sole agenda of ensuring that equal employment opportunity is given to every individual. The EEOC has the power of prosecuting work related discriminatory cases against companies or employers who gravel been charge of doing such a thing. They enforce the laws that protect employees from discriminatory practices. Dukes vs. Wal-Mart Inc. is basically a sex-discrimination case.This lawsuit accuses Wal-Mart of choosing which employee will be given the chance to move up the corporate ladder. Under Title VII of the Civil Rights Act of 1964, it is verboten to give employment discrimination based on race, color, sex, religion, or theme origin (U. S. Equal Employment Opportunity Commission, 2004). Any person who has the baron and capability of advancing in the company should be treated prettyly. This experience of fairness is what Ms. Dukes did not felt while working at Wal-Mart. some other act which Wal-Mart violated is the Equal Pay Act of 1963.Under this law, women and even men argon protected from sex-based wage discrimination. Men and women who basically do the aforesaid(prenominal) job should alike have the exact same amount of wage. Wal-Mart is being criticized for violation this act. The company clearly showed its bias towards its male employees by bighearted them higher wage against their female counterparts. Ask Ms. Stephanie Odle about this since she experienced this discrimination first hand. Ms. Odle accidentally found a W-2 form lying approximately the office which belongs to her male officemate, an appurtenant managing director just like her.They have basically the same job but the wage of the male assistant manager was significantly higher than her wage (Daniels, 2004). There are many other discriminatory practices that Wal-Mart exercises, but based on the two preceding(prenominal) examples, EEOC has every right to prosecute Wal-Mart. On my opinion a fair settlement on a case like this is give the dupes what they are rightfully due. Wal-Mart mustiness pay each individual who have been victim of its bias towards its male and white workers. No ifs or buts for Wal-Mart because the money really belongs to their underpaid workers.Since we are talking about multi billions of dollars, it is also fair to give Wal-Mart a feasible amount of time to pay. I think it is fine to let Wal-Mart pay in installments. Another option for Wal-Mart is to give their victims a fewer thousands of dollars worth of gift certificates every month which can be used at Wal-Mart and all of its other subsidiaries. Lastly I think Wal-Mart also owes all its victims an apology for all the wrongdoings and hurt that they have caused. Discrimination should not be happening in the first place but since we are not living in a perfect world, dis crimination will always be there.In an giving medication, the best way to battle discrimination is prevention. If an organization prevents it from happening then class action lawsuits like the one discussed in a higher place may never happen again. Organizations can engagement discrimination by having a stronger policy against it. Companies should setup its own committee which will manifestation for the welfare of their employees. This committee will also be responsible for hiring and promoting employees rather of giving this task to a single person which is the complete antonym at the scenario at Wal-Mart.At Wal-Mart, managers have the sole power of hiring and promoting. With this privilege, a manager can be bias consciously or unconsciously on making decisions based on his or her preferences (Parloff, 2007). Its hard to fight discrimination but it is not an unbeatable foe. Every person must just have an open mind, a mind that will hold off beyond color, race, sex or religio n. Discrimination has no place in the school, community, work place or wherever. Discrimination should just cease to make it and let no one fell prey to it ever again.