Case 5 Tanglewood

1478 Words6 Pages
Tanglewood Case 5 Stanley Root, a shift leader for Tanglwood, alleges he has been repeatedly passed over for promotions despite having record of good performance reviews. He believes that he is being overlooked because he is an African-American. For that reason he has brought suit against Tanglewood based on the theory of disparate impact, which has now turned into a class action. This suit has not only forced them to look to at their hiring practices, but it has made them aware of the costly repercussions (image, reputation, monetary loss) associated with being prove guilty. Tanglewood prides itself in being an inclusive organization. From their prospective their commitment to diversity is evidenced by their actions; there are consequences for those who exhibit discriminatory behavior, and the organization's position on welcoming diversity is clearly documented in their company handbooks. They claim to be unaware any discriminatory implications in their hiring practices. With that said, they are committed to making changes to their hiring model should it be deemed necessary. However, if it is proven their current practices are not an issue, they want to keep them in place. Disparate impact is defined as a theory of liability that prohibits an employer from using a facially neutral employment practice that has an unjustified adverse impact on members of a protected class. Based on this definition and the statistical evidence shown through flow and concentration analysis, Tanlgewood’s hiring practices clearly have an adverse impact. Using the 4/5th ratio, there is a clear underutilization of minorities. The applicant flow sheet was very revealing. The greatest disparity is seen at the store manager level where no African-Americans were hired (internally or externally). There were also no African-Americans hired from outside to fill the assistant store
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