Women Accuse Walmart Of Sex Discrimination

Women continue to face disadvantages in the workplace in regards to not receiving equal pay as well. There are many instances where women have the same or more qualifications to do a job than their male counterparts but do not receive the same pay. This difference in pay is not only related to gender differences but also racial differences. Women employees of different racial backgrounds tend to earn less money than their white female and male counterparts. Many women of color often face discrimination when applying to jobs and are overlooked for a position despite having the qualifications to do the work. When they are hired to these occupations they are not receiving the same pay as their white female counterparts. This double bind that minority women face within the work place continues to lead to economic hardships. Regarding women in the workplace in general, due to society’s high regard for men they are often not promoted to positions of authority or receive equal pay because people assume that women are inferior workers. (Buchanan, p205-207)

The women in this case felt discomfort when they felt mistreated from their male managers in the form of sexism along with unfair pay and lack of promotions. In this case, a woman was told to doll up and to wear makeup in order to advance which is a perfect example of one’s boundaries being pushed while making them feel uncomfortable. The next conflict event was annoyance. According to the Huffington Post article regarding the case, there was a significant difference between the level of experience between male and female workers along with their opportunity for promotions. The male workers with less experience got promotions compared to the female workers with years of experience and positive performance reviews. Male workers were also paid more compared to their female coworkers. Being passed over for jobs was evident to the women identified in this case which lead to the awareness of gender discrimination, the next conflict event, in a diverse workplace with men and women with their only similarity being that they are Wal-Mart employees. The awareness of gender discrimination faced by thousands of female employees led to conflict, the last conflict event where a class-action lawsuit was filed against Wal-Mart despite them saying that they were a diversity encouraging, fair treatment, and nondiscriminatory company (Shapiro,

With Wal-Mart being the site of various lawsuits little perplexity is left surrounding the multitude of cases involving discrimination and violations of the United States Equal Employment Opportunity Commission (EEOC) laws. In 2006, there was an average of 5,000 lawsuits per year, or about seventeen suits per day; as well as, a video documentary, that was made public knowledge of the aspects involving Wal-Mart’s policies and procedures, and the company’s regard for respect of its employees (Brantner, 2006). After reviewing, two of the most recent cases of Wal-Mart’s discrimination of the company’s employees, one is left to wonder if there is ever going to be a change in Wal-Mart’s compliance with the EEOC laws?

There is currently a group of women trying to bring a class action lawsuit against Wal-Mart for gender discrimination. The case was originally filed in 2001 by six women who claimed that Wal-Mart discriminated against them by paying men more money and promoting them faster inside the company. It has turned into a group that could be as many as 1.5 million current and former Wal-Mart employees, who’s jobs ranged from greeter to manager.

Wal-Mart is a true sample of how the wage gap works in America. According to statistical data provided in Farrell's class action lawsuit against Wal-Mart, women in lower-paying hourly jobs at the company made $1,100 less per year than men in the same jobs. But women with salaried positions were paid $14,500 less per year than their male co-workers.

In searching the web, I found a couple of cases that are similar to the claims in the letter from this week’s assignment. The first one is where the EEOC sued the fast food chain Checkers for paying women less than men, as well as scheduling them with fewer hours than their male co-workers (U.S. Equal Employment Opportunity Commission, 2013). The next case that is similar is when a Tampa woman wins a lawsuit against Citicorp for being paid less than her male coworkers are. Ms. Wilson was promoted to manager for Citicorp back in 2009, but was not given a raise nor any bonuses, while her male co-workers made more than she did (Behrman, 2016) A few years later, she was still not given a raise nor any bonuses. When she ask to have a market assessment,

In Bethany Moreton’s book To Serve God and Wal-Mart: The Making of Christian Free Enterprise, dutiful employees of Wal-Mart praise the comfortable, familial, and friendly atmosphere at work. These attitudes are no accidental, however: Moreton asserts that Wal-Mart utilized gendered notions in order to structure a new “sexual hierarchy onto the workplace.” Wal-Mart’s successful exploitation of business techniques such as altering the perception of women’s work in the home versus at work, reinforcing masculinities through normalized displays and gendered spectacles, and asking for personal sacrifice from workers for the good of the family (and thus the business) along gender lines all compounded to adjust and confirm notions of gender, race,

Walmart has grown from humble beginnings since Sam Walton first established his store in Bentonville, Arkansas. Over the last 50 years, that one store has become huge in the retail world with more than 11,000 locations, over 2 million employees and revenues in excess of $480 billion (Sharf, 2015). While impressive, the company has also courted considerable controversy of the years due to the way it operates. In fact, this paper will argue that Walmart has failed to adequately address employee concerns over wages, failed to stop hiring undocumented citizens, discriminate against women. As a result, Walmart has failed as a corporation because its employees are treated badly.

The six women who sued Wal-Mart had physical proof and evidence of the discrimination laid upon them. Some of the evidence were found in the employees’ records whereby Richard Drogin, a statistical expert found out that employees in Wal-Mart are divided into two main groups: hourly employees who occupied the lower levels and salaried manager who occupied the higher levels. Since Wal-Mart promotes predominantly from within, workers typically progress from being an upper hourly employee to management trainee, to store manager or assistant manager, and finally to the district, regional or cooperate manager. Compensation increases from one level to another. In 2001, salaried managers made about $50,000 a year while hourly employees made $18,000.

The plaintiffs involved in the Dukes case claimed to have endured sexist comments while receiving lower pay and watching their male counterparts advance at a quicker rate. (Bernardin & Russell, 2013). They also claimed that the male dominated departments such as sporting goods, hardware, and garden, generally paid higher wages while offering more opportunities for advancement (Bernardin & Russell, 2013). Statistically, women in hourly positions at Wal-Mart make $1,100.00 less annually than male hourly employees, and the salaried gap is $14, 500 a year (Hart, 2006).

The week one study is about a case that was considered one of the largest lawsuits in United States History. The United States Supreme Court had to come to a decision on a class act lawsuit between 1,000,000 female Wal-Mart employees and their greatly established employer. The discrimination suit mainly focused on the lack of promotions amongst the plaintiffs and the unequal pay received compared to their male colleagues. Unfortunately, in this case, despite the statistics generally exploiting the difference in compensation and advancement amongst the two sexes fell in favor of the retail giant. The decision was made mainly on plaintiffs’ lack of ability to demonstrate the discrimination that each individual encountered while employed with the large retailer. This reflective paper will look further into the court process, the opinions of a Supreme Court Judge, and the jurisdiction of the federal court.

Growing up I had always known Wal-Mart to be the store with the cheapest prices, but I never knew the history as to why Wal-Mart was such a profitable business. Sam Walton established Wal-Mart in 1962 in Rogers, Arkansas. Sam Walton believed in discounts, and low prices since he entered the business in 1945. “He said here’s the simple lesson we learned by cutting your prices you can boost your sales to a pint where you can earn far more at a cheaper retail price than you would have by selling the item at a higher price” (Goldman,.) He believed that having name brand products for an affordable price would attract customers and he was right. By the end of the 1960’s he and his brothers opened 18 Wal-Mart stores, and then became incorporated in 1969. (Wal-Mart Stores, Inc. – Company Profile Information 1). Sam Walton attributed the success of the company not only to the affordable prices, but also to his employees. He taught his employees to give exceptional customer service which would leave a lasting memory and keep them coming back and it seemed to work. But as time went on the culture of Wal-Mart changed and Wal-Mart has not been true to its values. In this essay I will focus on different discrimination

Wal-Mart has been accused of discriminating against women. Women had been denied training and promotion opportunities that are offered to men. In addition women are underpaid. That is, men are paid more than women. According to Hoover’s handbook of American business, “in June 2001 a group of six current and former female Wal-Mart employees filed a sex discrimination lawsuit (seeking to represent up to 500,000 current and former Wal-Mart workers) against the company.”(Hoover’s Handbook, pg.907) The suit was filed because Wal- Mart failed to provide equal employment for women. In fact, there are over 70 percent of women working at Wal-Mart, but only a small amount of those women are managers. So, men are

Consequently, this has potential implications for the investment on the next generation; if parents view daughters as less likely to earn market wages or take paid work, they may be less inclined to invest in their education, which is woman’s fastest route out of poverty. Also, in a job market dominated by men who monopolize the most important positions, the male faction generally retains the opportunities for success, for advancement or for higher wages. In fact, a recent class action lawsuit filed on behalf of 1.6 million women employed by Wal-Mart stores alleges the retailer’s sexual discrimination has led to women losing out on pay, promotions and other advances; women are paid less than men in every department of the store. According to the study named in the lawsuit, two-thirds of Wal-Mart’s employees are female and less than one-third of its managers are female Until recently, social development, by design has guaranteed women limited growth in the employment ranks by the standard curriculum path recommended for the female gender; typical high school and junior colleges required home economics and other domestic-related courses to be completed by female students. Thus, the woman high school or junior college graduate enters the world without adequate training to compete in the business world beyond basic trade or “blue collar” worker positions.

Base on the information provided above it would be difficult for Carol to provide the lawyer with all the criteria required to uphold an illegal discrimination case. It is true Carol can prove she is a member of a protected class. Carol is a women verse her cohort Joe Salazar who is a man. Illegal discrimination means, managers rated Carol on other issues not related to the performance such as race, nationality, color, or ethnic and national origin. Consequently, some employees receive more training in and out of the department to make some employees more marketable and others, which is a disadvantage and unfair. When supervisor take out time to suggests or provide personalize treatment to certain employees is biases. Supplying define communications with one group of employees and withholding pertinent information from others. When rewards are given to employees based on friendship and other factors than job performance. These actions are very discriminatory and illegal. “All interview participants described being aware of gender inequalities and gender discrimination in the workplace, including the glass ceiling, the gender pay gap, and demands and pressures on women to balance career and motherhood, however many did not associate these issues with ‘feminism’. We explore the dynamics of notions of equality, difference and the body in participants’ discussions of work and their anticipation of motherhood and the logics by which gender inequalities are