Discrimination is not something you want to go ignored, especially if you have a large workforce. Here’s a great example of why managers can’t let complaints slide to the back burner.
If an employee complains, investigate. You don’t want to end up like Tyson Foods.
Tyson owns Hillshire Brands Co., which is the parent company for Sara Lee.
African-American bakery workers at a Sara Lee plant in Paris, TX, said they complained to management about being subjected to racial slurs and racist bathroom graffiti. The workers then claimed those complaints went unaddressed, which allowed the slurs and graffiti to continue.
As a result, the workers complained to the EEOC that they were being subjected to a racially hostile work environment.
The EEOC investigated and found that the slurs and graffiti continued for years, until the plant closed its doors in 2011, according to Meaghan L. Shepard, trial attorney for the Dallas District of the EEOC.
The EEOC then tried to reach a settlement on behalf of 74 African-American workers with Hillshire, but the agency was unsuccessful. So it filed a race discrimination suit against the employer.
Shortly after, Tyson acquired Hillshire and decided to settle the lawsuit for $4M, which will be divided among the affected workers.
Tyson then told The Dallas Morning News it “makes sense to resolve this matter.”
As part of the settlement, Tyson agreed to implement various approaches to preventing future discrimination and harassment. It’ll also conduct anti-discrimination training and create procedures to prevent graffiti.
The EEOC’s Supervisory Trial Attorney Suzanne Anderson said having strong corporate policies and taking quick remedial action could’ve prevented this type of discrimination.
“EEOC strongly believes it is critically important for companies to set policies and provide effective avenues for complaints to address racial harassment in the workplace,” Anderson said.
Ignoring discrimination complaints costs how much? This firm's out $4M
