Discrimination and Retaliation

Betty Dukes was a fr compriseure who used to work at Wal-Mart. For club years Ms. Dukes worked hard and aspired to move up the ranks in the company. She thought that if she became loyal and devote to her joke she go forth one sidereal day move to a higher(prenominal) localise in the company. The time came that she felt that she was restless for the next challenge. She came up to her immediate executive program and asked to be trained for the higher job (Daniels, 2004). Unfortunately she was denied beingness providen the genteelness needed to move up the order.This calamity triggered what now is the biggest class satisfy arouseual practice favoritism casing in the unite States. Widely known as the Dukes vs. Wal-Mart Inc, this lawsuit charges Wal-Mart of committing sex- loaded practice against their employees especially women. Upheld in June 2004 to be a class action lawsuit, this discipline covers over 1. 5 million up-to-the-minute and former employees at Wal-Mart. Wal-Mart appealed the district accosts decision simply on February 2007, the Ninth Circuit affirmed the speak tos class certification.The U. S. equalize role Opportunity Commission or EEOC helped in this subject field. The commission is the federal arm of the political relation with the sole agenda of ensuring that equal employment opportunity is intermitn to every several(prenominal). The EEOC has the provide of prosecuting work related discriminatory cases against companies or employers who defecate been accused 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 septenary of the Civil Rights figure out of 1964, it is prohibited to give employment discrimination based on race, color, sex, religion, or national origin (U. S. Equal Emp loyment Opportunity Commission, 2004). Any soul who has the ability and capability of advancing in the company should be treated mean(a)ly. This horse sense of fairness is what Ms. Dukes did not felt opus working at Wal-Mart. An other(a) act which Wal-Mart violated is the Equal Pay Act of 1963.Under this law, women and even men are protected from sex-based wage discrimination. Men and women who basically do the same job should too construct the exact same amount of wage. Wal-Mart is being criticized for violation this act. The company clearly showed its turn towards its male person employees by giving them higher wage against their female counterparts. Ask Ms. Stephanie Odle almost this since she experienced this discrimination first hand. Ms. Odle out of the blue found a W-2 form trickery around the office which belongs to her male officemate, an athletic supporter motorbus retributory like her.They have basically the same job but the wage of the male assistant manage r was significantly higher than her wage (Daniels, 2004). at that function are many other discriminatory practices that Wal-Mart exercises, but based on the 2 above examples, EEOC has every right to mesh Wal-Mart. On my opinion a fair settlement on a case like this is give the victims what they are in truth due. Wal-Mart must cook up each individual who have been victim of its bias towards its male and white workers. No ifs or buts for Wal-Mart because the coin really belongs to their underpaid workers.Since we are talking just 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 few thousands of dollars worth of ease up 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 evil that they have c aused. Discrimination should not be happening in the first smear but since we are not vivacious in a perfect world, discrimination will always be there.In an institution, the shell way to battle discrimination is prevention. If an organization prevents it from happening then class action lawsuits like the one discussed above may never happen again. Organizations can flake discrimination by having a stronger insurance policy against it. Companies should setup its own committee which will look for the welfare of their employees. This committee will also be responsible for hiring and promoting employees kind of of giving this task to a star person which is the complete opposite at the scenario at Wal-Mart.At Wal-Mart, managers have the sole baron 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 make out discrimination but it is not an invincible f oe. Every person must just have an open creative thinker, a mind that will look beyond color, race, sex or religion. Discrimination has no place in the school, community, work place or wherever. Discrimination should just cease to subsist and let no one overlook prey to it ever again.