The massive appeal, reach and global phenomenon that is Walmart has the potential to set the pace of how to conduct business dealings, company procedures and cultivate company culture.
However it seems as though Walmart’s main focus on “Everyday Low Prices” actually does come at a cost; a cost that their employees seem to pay.
As the world’s largest private employer in the U.S., their power is unparalleled and as a result they are able to not only take over but totally out price and out-live their competition.
However the humble beginnings of Walmart include the southern plantation-style practices implemented by Sam Walton. With several litigations and suits of discrimination it is a wonder how this power house continues to stand.
But then again it has the power and money to influence and dominate the retail world.
As a consumer you may hear about discriminations (hear-say) but is that enough to deter you from cashing in on low prices? More than likely the answer is no.
In light of accusations of bias against women in the workplace, so far they have either won outright or simply paid (which they can afford to do).
Other defenses include that women simply show a lack of interest concerning certain types of jobs. The issue is employers can either make choices to change policies or maintain their unchecked biased or stereotypical social norms.
The class action of Dukes v. Wal-Mart is just one example of how a case can push an employer to maybe reflect on their practices because there are consequences involved.
This case alone brought increased and prolonged interests and media coverage due to the fact that it lasted a decade. Until then, no other litigations against them had made such an impact.
The fact that the action was reversed only gives due to the diligence of “the people.” It’s the people that the retailer is supposed to serve and people who work for them.
Disparate treatment of workers at the expense of upholding an age old tradition...