How Do You Agree With A Class Action Case

1. When Betty Dukes was hired in May of 1994 as a part time cashier she quickly climbed the ranks at Wal-Mart. However, her fall came just as quickly as her rise. After complaining about discrimination in Wal-Mart she was demoted and her pay was reduced. She reached out for opportunities she was left out because managers did not support her. As a result of this treatment, Betty and five other female workers filed a suit against Wal-Mart for discriminatory acts. The main issue with a class action case was a majority of the data was based on personal data. Data brought forth showed men serving a majority of managerial positions and climbing the ranks faster than women. Most of the decisions made lied in the hands of the store mangers as they
The article further explains that many promotions were often filled by workers whom the managers groomed. In addition, female’s workers tended to work in the kitchenware and children’s clothing departments while not being rotated to other departments. The article also stated that women who complained about discrimination often faced retaliation from their bosses. Wal-Mart argued against this by stating the circumstances in each case was different, therefore a class action could not be brought forward. Wal-Mart claimed that it is necessary to allow leeway to its managers because the problems that have occurred were local. They do not showcase an issue with the company nor its policies. Wal-Mart had also indicated that the problem is a larger part of society, “Societal issues should not be confused with Wal-Mart practices.” A follow up argument was also made with a study that showed women only made up 12 percent of applicants but were offered 17 percent of open positions. It is hard to measure and identify statistical disparities and increasing difficult to correct them as
I believe that Wal-Mart did not do wrong by allowing managers to decide what to do on an individual basis regarding promotions. The case had even stated that 93 percent of stores showed no disparity. For a large company like Wal-Mart it is tough to manage what goes in each and every store. That is the reason managers and district managers exist, to handle local issues that may arise in their stores. Wal-Mart’s focus is to expand their empire and grow profits. The last thing they want to deal with is a discrimination lawsuit. Since only 7 percent of stores showed disparities, those problems can be dealt with on a local level. In the grand scheme of things Wal-Mart is not affect by those