Gender Discrimination at Walmart Essay -- Walmart Sex Discrimination

Walmart, the worlds largest retail merchant and private employer, has established a highly profitable business centered on a upset-cost strategy that utilizes logistical efficiencies to create a free-enterprise(a) reward. Yet, to maintain this low-cost strategy, Walmart has booked in ethically questionable practices, including gender distinction in promotion and pay. While the Supreme Court recently control against class certification of 1.5 zillion women in the Dukes v. Walmart case due to a lack of proof that Walmart operated under a general policy of discrimination, enkindle evidence demonstrates that gender discrimination is a persistent problem rooted in the culture of Walmart, despite gender-neutral policies (Biskupic, 2011). During the 1950s and 60s in northwest Arkansas, a surplus of weak labor existed due to increasing mechanization of agricultural work. Leveraging this pent up demand for employment, Sam Walton, the devote of Walmart, provided these agricultural men with proud responsibilities as managers of his retail stores, while employing their wives and daughters as low wage clerks (Lichenstein, 2011). Forty to fifty years later, in an economy sagged by high unemployment, particularly among an unskilled, low educated workforce, the practice of promoting men to run stores while women are forced to settle for low wage labor carcass prevalent at Walmart. In fact, statistical analysis from plaintiffs in the 2001 Dukes v. Walmart lawsuit showed that women comprised nearly 70% of hourly employees, but only 33% of management positions (Hymowitz, 2011). The whelm disparities between men and women in management relative to the proportion of those in hourly positions further cements the continual existence ... ...three research paradigms. Psychological Bulletin, 137(4), 616-642. doi10.1037/a0023557Lichenstein, N. (2011) Wal-Marts Authoritarian Culture. New York timeLichenstein, N. (2007) Why Working at Walmart is Different Connecticut Law R eview, Volume 39 Number 4, May 2007Powell, G., Butterfield, D., and Bartol, K. (2008). Leader evaluations A new female advantage? Gender in Management An International Journal, 23, 156-174.Rosette, A., & Tost, L. (2010). Agentic women and communal leadership How role prescriptions confer advantage to top women leaders. Journal of utilise Psychology, 95(2), 221-235. doi10.1037/a0018204Wal-Mart Class Website. (2011). solvent Summaries. Retrieved from 22 Nov 2011 The official site for the women in the class action Dukes v. Wal-Mart Stores, Inc. Gender Discrimination at Walmart Essay -- Walmart Sex DiscriminationWalmart, the worlds largest retailer and private employer, has established a highly profitable business centered on a low-cost strategy that utilizes logistical efficiencies to create a competitive advantage. Yet, to maintain this low-cost strategy, Walmart has engaged in ethically questionable practices, including gender discrimination in promotion and pay. W hile the Supreme Court recently ruled against class certification of 1.5 million women in the Dukes v. Walmart case due to a lack of proof that Walmart operated under a general policy of discrimination, overwhelming evidence demonstrates that gender discrimination is a persistent problem rooted in the culture of Walmart, despite gender-neutral policies (Biskupic, 2011). During the 1950s and 60s in northwest Arkansas, a surplus of unskilled labor existed due to increasing mechanization of agricultural work. Leveraging this pent up demand for employment, Sam Walton, the founder of Walmart, provided these agricultural men with prideful responsibilities as managers of his retail stores, while employing their wives and daughters as low wage clerks (Lichenstein, 2011). Forty to fifty years later, in an economy sagged by high unemployment, particularly among an unskilled, low educated workforce, the practice of promoting men to run stores while women are forced to settle for low wage labor remains prevalent at Walmart. In fact, statistical analysis from plaintiffs in the 2001 Dukes v. Walmart lawsuit showed that women comprised nearly 70% of hourly employees, but only 33% of management positions (Hymowitz, 2011). The overwhelming disparities between men and women in management relative to the proportion of those in hourly positions further cements the continual existence ... ...three research paradigms. Psychological Bulletin, 137(4), 616-642. doi10.1037/a0023557Lichenstein, N. (2011) Wal-Marts Authoritarian Culture. New York TimesLichenstein, N. (2007) Why Working at Walmart is Different Connecticut Law Review, Volume 39 Number 4, May 2007Powell, G., Butterfield, D., and Bartol, K. (2008). Leader evaluations A new female advantage? Gender in Management An International Journal, 23, 156-174.Rosette, A., & Tost, L. (2010). Agentic women and communal leadership How role prescriptions confer advantage to top women leaders. Journal of Applied Psychology, 95(2), 221-235. doi10.1037/a0018204Wal-Mart Class Website. (2011). Declaration Summaries. Retrieved from 22 Nov 2011 The official site for the women in the class action Dukes v. Wal-Mart Stores, Inc.