case: Texaco

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Case Study: Texaco In 1990, Texaco ranked tenth on the list of Fortune 500, America’s largest corporations. The company reported profits of 2.4 millions dollars nationally and internationally. Although their financial rank escalated to elite status, their ethical conduct lagged sorely behind. Despite their financial success, the company failed to share the wealth and respect with minority employees due to their display of repeated poor behavior in their daily conversations and interactions with African-American employees and coworkers. This included using blatant racist language and documented lower pay (Trevino, 2004 p268). Bari-Ellen Roberts, an African American woman who worked at Chase Manhattan Bank, as a Senior Trust Administrator for the Fortune 500 companies. Texaco later recruited Roberts, who was offered an important position in the company. Soon after, Roberts began to realize there was a huge problem in the organization. According to an interview made by Brayton Bowen, Roberts explained how she thought the treatment given to her was not the treatment a white male would have received in the same circumstances (Bowen, 2002). Continuing, she mentions an incident where an employee commented: “I never thought I’d see the day a black woman would have an office in finance.” As a black woman, Roberts worked hard throughout her life to prove she was capable of doing the same or a better job than most men or women of any race. She obviously believed it was time to not put up with it anymore. “My grandmother used to say ‘if you don’t have anything else at the end of the day, be able to look in the mirror and look at yourself and respect yourself, and what you’ve done. And if you can’t do that, then you’ve done something wrong.” These principles allowed Roberts to have the strength to take a large corporation like Texaco to court. (Bowen, 2002) Ethical
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