Business
The purpose of this assignment is to outline the managerial skills necessary for communicating in a multicultural organization.
Find the the real case involving job discrimination.
Designa seminar to train the new managers who are replacing those who demonstrated discrimination. This seminar should define the new managers’ roles of establishing an organizational climate in which all employees feel valued and can contribute to the success of the company.
Create a 15- to 20-slide MicrosoftPowerPointpresentation with speaker notes.
Researchthe changing demographics of the U.S. workforce to support your seminar.
Includethe following in your seminar:
Discuss projected demographics for this company in terms of age, ethnicity, gender, lifestyle, and language. How might these factors influence communication inside and outside the company?
Provide examples of cultural issues that may arise in this company. Consider, for example, employees whose cultural holidays do not align with those of the corporate calendar. Provide other examples and propose strategies for management to maintain cultural neutrality.
Address the role of the manager as a communicator in a rapidly diversifying work environment. Analyze the specific diversity issues involved in the EEOC case. Outline managerial communication strategies to address prejudgment, discrimination, and stereotyping.
Convey the managerial responsibilities to the new recruits regarding organizational values. Focus on communication issues and supply suggestions for how, as managers, they may establish an interculturally sensitive organizational climate.
Explain what is expected at this company in terms of an ethical communications climate. Clarify the manager’s role in establishing and maintaining an ethical communications climate.
Formatyour assignment according to appropriate course-level APA guidelines. Include a reference page.
Submityour assignment.
Presentyour EEOC Seminar
CASE:
Whataburger to Pay $180,000 to Settle EEOC Retaliation Suit
Employee Complained About Policy to Hire Only White Applicants, Federal Agency Charges
TALLAHASSEE, Fla. Whataburger Restaurants LLC, a giant fast food chain, has agreed to pay $180,000 and furnish other relief to settle a retaliatory harassment and constructive discharge lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.
According to EEOCs lawsuit, a general manager of a Whataburger location in Tallahassee repeatedly instructed her hiring manager to hire white, and not black, applicants for employment. When the manager complained, she was told that upper management wanted the teams to reflect the customer base where we do business. The manager was then subjected to physical and verbal abuse, threats, a schedule change, and additional work assignments, which ultimately forced her to resign.
Such alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits employers from retaliating against employees who report or oppose workplace race discrimination. The EEOC filed suit in U.S. District Court for the Northern District of Florida, Tallahassee Division (EEOC v. Whataburger Restaurants LLC, Case No. 4:17-cv-00428-WS-MAF), after first attempting to reach a pre-litigation settlement through its conciliation process.
In addition to $180,000 in monetary relief, the three-year consent decree requires Whataburger to adopt new human resources policies, conduct live and computer-based training, and maintain an anonymous hotline for complaints. Whataburger must also post a notice at its worksite about the lawsuit and report any new complaints of retaliation to EEOC.
In this lawsuit, an employee risked her own livelihood to take a stand against race discrimination. said Robert Weisberg, regional attorney for the EEOCs Miami District. We are pleased that Whataburger is compensating her and making positive changes to its workplace.
Oshia Gainer Banks, the EEOC trial attorney who litigated the case, said, Federal laws give workers the right to earn a living without being forced to engage in the unlawful conduct described in this lawsuit. The EEOC will oppose retaliation against those courageous workers who come forward to report unlawful discrimination.
Michael Farrell, director of the EEOCs Miami District, added, Employees must not be forced to make a choice between standing up against illegal discrimination and being forced out of their job. We are optimistic that the changes brought about by this lawsuit will prevent future discrimination and retaliation at Whataburger.
The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.
