There was a great article, written by Advocacy Editors titled “Whirlpool Corporation: Invested in Diversity” (September 3, 2013), that goes into great detail explaining how Whirlpool maintains its diverse workplace. Whirlpool employs more than twenty-two thousand workers in the United States, which puts in perspective just how massive this corporation truly is. The article speaks on Whirlpool’s support of the Lesbian, Gay, Bisexual, and Transgender (LGBT) community, and their efforts to make sure they experience a friendly and accepting work environment. In an attempt to create a more accepting and tolerant work environment, Whirlpool has been holding seminars for its employees, praising the importance of diversity in the workplace. Whirlpool …show more content…
Even though such great emphasis was placed on the equal treatment of all employees, Whirlpool was involved in a discrimination lawsuit; as explained by the United States Equal Employment Opportunity Commission (EEOC) (December 29, 2009). The 2009 trial centers around Carlota Freeman, a black woman employed at the LeVergne, Tennessee branch of Whirlpool. While at work she was continuously being harassed by a white, male coworker. As time progressed the man’s harassment of Freeman became more frequent and increased in intensity. Knowing that her rights were being violated, she filed a complaint report to those in charge at Whirlpool. Unfortunately, those in charge did not act to remedy this inexcusable behavior. Freeman continued to file numerous reports about the harassment she was experiencing over the course of two months, though no one ever came to her aid. After two months of being subjected to crude, inappropriate language and lude gestures aimed at her, the situation escalated to the point where she was actually physically assaulted by the man. After being assaulted because she was not protected by Whirlpool executives, the EEOC took manners into their own hands and filed a lawsuit against the corporation under the Civil Rights Act. Over the course of the trial it became known that four different levels of management at Whirlpool knew of the escalating problem …show more content…
The Environmental Protection Agency (EPA) presented the Whirlpool Corporation with its SmartWay Excellence Award in 2015 as a way of celebrating their efforts to decrease GHG emissions. This award is given to corporations who implement strategies to be energy efficient and produce its products in the cleanest, most environmentally friendly way possible. Whirlpool has discovered and applied new technologies to their business model decreasing its impact on the environment. This article celebrates the implementation of new methods for distributing Whirlpool’s products around the globe. Annually the Whirlpool Corporation accumulates about five hundred million miles during its distribution process. Whirlpool understood that the shipping of their goods was leaving an impression on the environment and they sought out ways to distribute their products more efficiently. In 2014 the Whirlpool Corporation teamed up with new transport carriers who were known to be more efficient and environmentally friendly. As a result of this change in carriers, Whirlpool saved one and a half million gallons of diesel fuel in 2014 alone (PRNewswire, October 28,
One of the issues in the case EEOC v. Target Corp. is that the EEOC alleged that Target violated the Title VII of the Civil Rights Act of 1964 by engaging in race discrimination against African-American applicants who were interested in management positions. It is argued that Target did not give the opportunity to schedule an interview to plaintiffs, Kalisha White, Ralpheal Edgeston and Cherise Brown-Easley, because of racial discrimination. On the other hand, it argues that Target is in violation of the Act because the company failed to retain and present records that would determine if there was reason to believe that an unlawful practice had been committed.
Supplying eco-friendly products has been on the Walmart agenda since the early 1990s. After a failed first attempt and much criticism, the company decided to try again. In a speech made in October of 2005, CEO of Walmart, H. Lee Scott Jr., declared Walmart would devise a “business sustainable strategy” to reduce the environmental impact the company had. Walmart could not pull this off alone. If they only focused on the confines of themselves, rather than all that they were involved with, it was estimated that they’d only reduce their impact by about 10%. To reach that goal of 100%, Walmart had to involve stakeholders to make networks which achieve sustainability. These networks proved to be vital in not only Walmart’s goal in minimizing its environmental impact, but recovering their reputation, avoiding criticism, saving money, raising awareness, improving customer satisfaction, and creating incentive for other businesses to work towards sustainability.
In the case of EEOC v. Management Hospitality of Rancine, Katrina Shisler and Michelle Powell, who were servants at an International House of Pancakes restaurant franchise in Rancine, Wisconsin, alleged that they were sexually harassed by an assistant manager Rosalio Gutierrez. The restaurant franchise was owned by Management Hospitality of Rancine, Inc. (MHR). During the servants’ time of employment, both women made claims that they were subjected to frequent sexually explicit comments, gestures and innuendos on the job. Shisler reported the behavior to another assistant manager, Nadia Del Rio; however, she blew off the claims. Shisler and Powell then reported Gutierrez’s behavior to general manager, Michelle Dahl, who also dismissed their claims. On behalf of Shisler and Powell, the Equal Employment Opportunity Commission (EEOC) sued MHR alleging that Gutierrez created a hostile work environment; therefore, they were liable under Title VII of the Civil Rights Act of 1964. A jury ruled in favor of the two women; however, MHR appealed the ruling with the argument that it was not liable, because it had taken acceptable corrective and preventative measurements with regards to the harassment.
David Dunlap, a 52-year old African American male with 25 year boilermaker experience, 15 years of which include foreman experience, brought suit under Title VII, alleging racial discrimination by the TVA after being looked over after interviewing for positions within the TVA. The district court agreed that “Dunlap had been subjected to discrimination under both disparate treatment and disparate impact analyses, concluding that TVA’s subjective hiring processes permitted racial bias against both Dunlap and other black applicants” (Walsh, 2010). The case was heard by the 6th District Court of Appeals and that court “affirmed the disparate treatment claim, reversed the disparate impact claim, and affirmed the district court’s award of damages and fees to Mr. Dunlap” (Walsh, ...
Discrimination in the workplace continues to be topics and issues of discussion, despite efforts to minimize or eliminate its ugly head. Discrimination is defined as the unfair or prejudicial treatment of people based on race, gender, disability or age (Fieser, 2015). Furthermore, some companies has used other forms in conjunction with discrimination like sexual harassment to mask unjust treatment in the workplace. Lilly Ledbetter was an employee at Goodyear Tire & Rubber Company, Inc. for over 19 years. During this period, she consistently received low rankings in her annual performance-and-salary reviews. As a result, Lilly received significantly lower raises than her male counterparts, which led to her filing a civil lawsuit
The first case of Burlington Nothern and Santa Fe Railway V. White. Sheila White was a female employee working with the Burlington railway company as a forklift operator. White worked under the close supervision of her immediate supervisor Joiner who consistently claimed that women were not qualified to carry out the duties she was undertaking. The supervisor reaffirmed these statements even
General Motors, is the automobile giant had problems within the company where equal employment opportunities (EEO) were not practiced. This resulted in the women and the minorities making complaints to the Equal Employment Opportunity Commission (EEOC) about the disparate treatment that they encounter and the need for something to be done. Such discrimination was evident in the 1980’s and as a result of the complaints, a settlement of $42.4 million dollars was reached
In today’s world, the American still has barriers to overcome in the matter of racial equality. Whether it is being passed over for a promotion at the job or being underpaid, some people have to deal with unfair practice that would prevent someone of color or the opposite sex from having equal opportunity at the job. In 2004, Dukes vs. Wal-Mart Stores Incorporation was a civil rights class-action suite that ruled in favor of the women who worked and did not received promotions, pay and certain job assignments. This proves that some corporations ignore the 1964 Civil Rights Act, which protects workers from discrimination based on sex, race, religion or national origin.
All of the Black women hired after 1970 lost their jobs fairly quickly, however, in mass layoffs during the 1973–75 recession. Such a sweeping loss of jobs among Black women led the plaintiffs to argue that seniority-based layoffs, guided by the principle “last hired-first fired,” discriminated against Black women workers at General Motors, extending past discriminatory practices by the company. Yet the court refused to allow the plaintiffs to combine sex-based and race-based discrimination into a single category of discrimination: The plaintiffs allege that they are suing on behalf of black women and that therefore this lawsuit attempts to combine two causes of action into a new special sub-category, namely, a combination of racial and sex-based discrimination…. The plaintiffs are clearly entitled to a remedy if they have been discriminated against. However, they should not be allowed to combine statutory remedies to create a new “super-remedy” which would give them relief beyond what the drafters of the relevant statutes intended. Thus, this lawsuit must be examined to see if it states a cause of action for race discrimination, sex discrimination, or alternatively either, but not a combination of
This speaks to the tone-deaf approach too many people still have to diversity. It would be easier to cut the company some slack if the issue of racismand colorism was less prevalent or unknown. However, it is no secret to anyone that blacks are not offered the same privileges as whites. In his book “Privilege, Power and Difference”, Allan Johnson touches on this subject when he talks about his experience being a straight white male. Johnson recognizes his inherent privilege, and acknowledges not having to worry about being discriminated against at school, work, or everyday life.
Any employee that receives any unfair or unfavorable treatment because of his or her ethnicity or race is a victim of unlawful racial discrimination. This also occurs when specific ...
Under what conditions might the parties to the alliance discussed in this case dissolve or end the relationship?
In the case of Dukes vs. Wal-Mart Stores Inc. (Dukes), the court found that there was a lack of significant proof that Wal-Mart had a general policy of discrimination (Schipani, 2013). The plaintiffs needed commonality to establish uniformed disparity within the Wal-Mart organization, and statistical evidence was deemed unworthy of proving this commonality (Schipani, 2013). The numbers were astounding; seventy-two percent of the hourly workforce of Wal-Mart are women, yet only 10% are store managers, and a mere 4% of female Wal-Mart employees are district managers (Bernardin & Russell, 2013). The numbers seem to reflect a painfully obvious presence of discrimination, and with Wal-Mart’s market power within its industry, it can be frightening to evaluate the impact their practices have on the American employment culture.
By studying the fundamental nature of their business through the lens of the TNS framework, McDonald's Sweden is moving beyond eco-efficency. Today, approximately half of the 160 Swedish McDonald's, the bakery, and the national headquarters run on renewable energy - hydropower. All new restaurants use water pipes made of recycled plastic instead of copper, wood framing instead of steel framing, and wood foundations instead of concrete foundations - overall, reducing construction material use by 5-10 percent. Research is currently underway at seven restaurants to develop a biological filter to clean exhaust from fry stations. The new technology uses bacteria to eat the oil and reuses remaining clean air to heat their restaurants. In addition, McDonald's Sweden serves organic milk and beef, recycles 97 percent of all restaurant waste, has significantly reduced distribution distances helping to cut fuel costs by over 30 percent, and has eliminated the need for over 1,200 tonnes of packaging material by changing to smarter packaging.
There is a very solid reason for selecting green technology as compared to the other technologies available because there is a very limited amount of natural resources like coal, petroleum available to man kind and these are getting depleted at an alarming rate. Moreover, green technology is turning out to be a good business these days as the market for greener products is increasing day by day. Consumers know that green products reduce their energy bills and these are always safer and healthier products to use, explains [1].