Jonah Creighton Case
Racial discrimination is something that will ever go away. It is defined in our text as “the actual behavior resulting from prejudice” In the business world it is usually “disparate treatment” in which different standards are used to treat different classes of employees or “disparate impact” in which standards appear to be neutral but are not. Over the last three decades efforts to fight racial discrimination has and will continue to be apart of our history. The civil rights movement of the 1950s and 1960s made great achievements with the passage of important legislation; decisions of the Supreme Court and regulations of federal agencies have contributed greatly to fighting discrimination, yet it is evident that there is still a great deal of work to be done. It is no secret that racism, the belief that one race is superior to another, remains a serious social problem in the workplace as seen at Coulding-Henson. CHAMP is addressing diversity by actively recruiting minorities but their customers are not, causing Jonah Creighton to be faced with a big dilemma as Assistant Director of CHAMP.
Creighton has some discussions to make. He has to decide whether he is going to stay on his career track and stay with this company or cut his loses and leave. If he should decide to stay he needs to either kept quiet or have a concert plan to make sure there was something in place to explore the discrimination practices and correct them. He feels it was unethical, and illegal to continue to recruit minorities if they were not going to be given a fair chance to be placed abroad. He was also face with a moral issue of wanting his company to be accountable for their part of this practice of institutional racism.
I was glad to learn that Nonah had left the company. (see in case b handout)
Comments