12 Jun HOW COMPANIES CAN MEET THE CHALLENGE BY “INCORPORATING INFORMATION ON MICRO-AGGRESSIONS
In this week’s discussion, we are dealing with a high-end jewelry store, Tiffany’s, and whether or not there is a discrimination case against Anthony Ledru, the new senior vice president of North America, and make recommendations for a solution. Mr. Ledru asked store and group managers to send him pictures of themselves. As a result, “a group director for the jewelry retailer Tiffany & Company sued the company in federal court on Thursday, accusing his employer of a ‘systemic, nationwide pattern and practice of racial discrimination…according to the complaint, of the more than 200 management positions that represent Tiffany to the public, a range that includes executive officers, store directors and members of the board of directors, only one is held by an African-American employee: Michael McClure, the plaintiff in this lawsuit”(Harris, 2014).
I would like to start out by giving my own opinion on racism and what we can do to cure it. The person that should be punished is Mr. Ledru, the senior vice president, and I don’t particularly mean monetarily. I feel sure the Mr. Ledru has worked hard to obtain the position that he is in. However, his actions show that somewhere along the line, he does not have a true understanding of stereotyping or prejudices. “In general, stereotypes produce a readiness to perceive behaviors or characteristics associated with the stereotype; when stereotypes are activated, individual group members are judged in terms of group-based expectations or standards” (Dovidio, & Gaertner, 2010). I feel like he should be required to attend classes and be put in the same situations to learn from his mistakes. We don’t get anywhere by not helping to cure the problem. It creates more hate and distrust from both parties. There should not be any negative consequences for Mr. McClure and all company policies on discrimination should be brought to the company’s attention. I thought that the Alana Simmons in Charleston said it best after losing her grandfather, “although my grandfather and the other victims died at the hands of hate, everyone’s plea for your soul is proof that they lived in love, so hate won’t win” (Zook, 2015). I believe that in the case of Mr. Ledru and Mr. McClure, we need to work on finding a solution that works best in order to change Mr. Ledru’s views on race and would have no negative effects on Mr. McClure. I would possibly find a way to honor Mr. McClure’s bravery to bring this to the attention of the company and possibly make the company publish a public apology and require new training standards. In my opinion, when the company has to pay or compensate someone for another’s actions, it affects the company’s employee’s wages. The employees are actually the one’s paying.
I sort of had a hard time finding examples of ways to hold classes on racial profiling or stereotyping. For the most part they were about police profiling. However, one study shows how companies can meet the challenge by “incorporating information on micro-aggressions and worldviews into their training and development programs to help employees better understand the impact of their own belief systems…one of the ironies of our findings is that individuals who think they are being fair-minded by seeing themselves as “color blind,” particularly those denying the problem of racism and the institutional mechanisms in place to counter it, might be quite surprised to discover that very stance might lead them to overlook the subtle—and not so subtle—realities of discrimination around them” (Offermann, et al, 2014). Again, it is up to the company to train ALL employees, including CEOs, and educate them by example on how people should be treated equally.
I would challenge the class to discuss further by asking, is stereotyping a born trait because of a lack of empathy or a learned trait that can be unlearned? One study found that “empathy was also found to be positively and significantly related to moral judgment in two of the three samples; as compassion, caring, and putting oneself in the role of the other increased, so did moral judgment scores” (Coleman, 2011).
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