EEOC Case Summary

After reading some of the EEOC cases of discrimination and blunt humiliation to minority other than white employees I understand the reference on this particular question as offensive and egregious. Noted in our textbook the case file against Albertsons, LLC, “the national grocery chain, agreed to pay $8.9 million and other settlement for charges against race, color and national origin discrimination and relations to it’s employees” (Bell, 2012, p. 75).

All of the defendants in three cases depicted in the textbook complained of being work related discrimination practices that included assignment of harder work to minorities compare to the work given to the whites, promotions pass overs and subject to offensive slurs with discriminative depictions.

My personal opinion regarding why no one in the management chain intervened during those illegal and offensive situations has to do with cultural up-bringing, lack of training, leadership and organizational structure. The cultural up bringing goes to the way each one of us was brought out in our home. If we were brought out in a racial discriminative environment that’s what we will most likely be acceptable as regular norm in our daily life. The training aspect involves the leadership part, training is affective when practice, monitor and continue to enhance as time goes on. The Organizational structure goes to management being involved in the incidents and not being affected it by it. Cover-ups by management to favor themselves from the acts that were committed shows that their organizational structure reflected the issues presented at the employee level. By reading the case I can only imaging that their organizational structure was the full representation of the acts that were committed in the stores, one sided, favoring the culture majority.