Bias claim against C-suite shows need for company-wide training: $85K payout

In this case, the EEOC

sued on behalf of three Hispanic women who alleged that two C-suite executives in Texas created a hostile work environment.

Who was involved: Alden Short and Hinson Jennings, a Dallas-based property management company, and three Hispanic female employees.

What happened:

According to the EEOC’s lawsuit, the owner and the chief operating officer (COO) of the company subjected the women to a hostile work environment by making inappropriate comments

about the women’s “heritage, their parents, and children all relating to their national origin.” For example, the COO allegedly told one woman that “he could treat her any way he wanted to because she is Mexican.”

Result: The company agreed to pay $85,000 to the women to settle the dispute. Under a three-year consent decree, the company must also:

• Develop and implement a new employee handbook, and
• Provide annual training to all employees on discrimination.

Do you want to create a workplace where everyone feels welcome, respected, and valued?

Do you know about Alternative HR's Respect at Work Initiative?

Over the past 60 years, most employer actions focused on bias, discrimination and harassment have been reactive, not pro-active. Policies have been put into place as a response to legislation or court actions. Investigations of bad behavior have been a response to complaints. Even Affirmative Action and EEO reporting are responses to federal requirement. And yet, problems remain, in the workplace and throughout our country.

As employers, we need to change the goal. We need to start playing offense instead of defense. We need to be pro-active in our diversity and inclusion efforts instead of simply reacting to forced changes. We need to give more than lip-service to equal opportunity.

Our Respect at Work initiative is a multi-phased approach to addressing societal and workplace issues including racism, sexism, ageism, LGBTQ, disability, and gender identity.

Phase 1:

Leader's Edition

An open and honest discussion with your executives, managers, and supervisors about their roles, responsibilities and liabilities related to creating and maintaining a work environment that is not only free from illegal and inappropriate behavior, but one which actively promotes respect, diversity and inclusion.

Phase 2:

Team Edition

Once leaders understand your organization's initiative, it's time to get all of your team on-board. They need to know that their leaders have their best interests at heart. They need to know how they can expect to be treated, and how they are expected to treat others. They need to know that your organization understands, and takes these matters seriously.

·    

Phase 3:

Strategic Challenge

What you do next depends on the strategy you pursue. We can provide resources, facilitate discussions, conduct organizational surveys that may expose hidden problems and biases, analyze the equity/disparity of your pay, hiring and employment practices, guide your complaint investigations, and even provide one-on-one coaching when needed.

It's time to do more than we've done! Creating an environment of respect, inclusion and diversity takes more than a policy and occasional lip service. It is time to do more in your organization!

For details & pricing, give us a call today at 605.335.8198!