Stephen Gries September 6, 2011

MGT 310- Managing Human Resources Case Study #1 Case: Walmarts Discrimination Difficulties

1) According to this case, which employment laws has Walmart been accused of violating? How might have it avoided those charges? This case indicates that Walmart has performed both racial and gender discrimination. The employment laws violated are the Civil Rights Acts and the Executive Order 11246. The Civil Rights Acts of 1991 and tittle VII both add to the CRA of 1886 and 1871. The racial discrimination lawsuit might have been avoided if Walmart analyzed their employment outcomes. A simple study of the applicants that were hired or turned down would portray the significant difference in the rate of hiring among race or color. Although, it would be best to constantly monitor these rates which will keep the problem from appearing in the first place. Walmart could use these continual statistical tests for all aspects of equal employment, including gender profiling. Another key point to avoid these charges is to plan and control the situation in the course of monitoring. This entails meetings that discuss the goals of diversity among the work force. It is important that these conventions are an active subject that encourages participation. In the case of a conflict, all workers should be approached in way to learn from the mistakes rather than to warning individuals or keeping it hidden from the public eye. 2) Which do you think will be more difficult for Walmart: diversifying its top management ranks or ending charges of discrimination? Why? Before ending charges of discrimination, Walmart must diversify not only its top management but all positions available. Diversifying management ranks is only a piece of proper employment under the Equal Employment Opportunity Commission. Therefore, terminating discrimination entails more effort than simply diversifying top level positions. Regardless of the significance in diversity at upper level positions I feel that many other aspects must be considered. Obtaining a workforce free of discrimination must have equal treatment among salaries, benefits, promotions, and accommodations.

Hiring a diverse workforce is only half of the battle when becoming a discrimination free workplace. Human resources must continually monitor the spirits and opinion of all employees. Planning and communicating with all divisions is necessary to keep from falling off track. 3) Do you think more diversity among its executives would help Walmart avoid problems with discrimination? If so how? In not, why not? As a senior Finance major I strongly believe that diversity reduces risk. Whether, a portfolio of investments or a company of employees diversifying is essential in long run prosperity. In finance, if one stock goes down another goes up to counteract any losses. In a workforce, one employee may be unaware or ignorant on a topic while another employee with a different background may counteract the lack of understanding. I believe that diversity among the top executives will absolutely help to avoid these problems. This will provide an abundant of diverse opinions backed by different beliefs, cultures, and knowledge. A small rise in conflict of opinions may occur among executives but, this will save much greater problems of discrimination.

I have neither given or received nor have I tolerated others use of unauthorized aid.