The ways in which an organization responds to claims of sexual harassment and pervasive discrimination based on gender are fundamental for repairing a damaged reputation and preventing similar cases from occurring in the future. Due to the high number of court cases that involve companies responding to charges of discrimination and sexual harassment, it is essential to analyze such cases for organizational managers to understand how they can avoid them in the future. In this paper, the case chosen for analysis involves a South-Dakota social services organization serving low-income individuals across the state. As a result of the lawsuit, the organization, Rural Office of Community Services Inc., will pay monetary relief while having to resolve further reputational problems and develop ideas and approaches for supporting diversity and inclusivity.
The case report states that the organization was to pay $320,000 in monetary relief to a class of employees who were affected by sexual harassment and discrimination based on gender. The workers filed a charge with the U.S. Equal Employment Opportunity Commission (EEOC), alleging that Rural Office of Community Services Inc. discriminated against them because of their sex, subjecting them to sexual harassment and retaliating against specific workers complaining to terminate them (“South Dakota Social Agency Fined $320K,” 2022). In the lawsuit, the EEOC conducted an investigation into the conduct, finding that the organization’s executive director harassed female employees regardless of the complaints made to the management and the board of directors. Significantly, it was determined that the harassment lasted over several years, violating the provisions of the Title VIII of the Civil Rights Act of 1964 (“South Dakota Social Agency Fined $320K,” 2022). The provisions ban discrimination on the basis of sex and retaliation against persons who complain about such conduct. The violation of the law shows the organizations’ disregard for equal rights principles for which Americans have fought.
After researching and reviewing the value statement of Rural Office of Community Services Inc., no mention of diversity and inclusion is present. This presents a reputational problem for the organization because there is a lack of consideration for how the lack of diversity in the workplace benefits the organization. The first strategy that the organization can implement for embedding diversity and inclusion is to implement diversity training in the workplace so that the commitment to the principles is visible through action and not just communicated. This strategy entails showing what diversity and inclusion mean for the organization and how they are promoted in the everyday work context (Heaslip, 2020). The second recommendation that the company should implement is to ensure that the value statement serves a purpose and there are actionable aspects that can be included. For example, the contents may include how many diverse low-income families were served, whether there are diverse individuals in leadership positions, or what inclusion goals the organization pursues for the future.
Prior to implementing any procedures for compliance with the issue related to the lawsuit, it is necessary that the Rural Office of Community Services Inc. follows federal anti-discrimination laws, including the Title VII of the Civil rights Act, the Pregnancy Discrimination Act, the Age Discrimination in Employment Act, and several others. The first important strategy for the organization is to establish a strongly-worded zero-tolerance policy for gender discrimination and sexual harassment. The policy should be reinforced after consistent employee and manager training has been implemented, with their conduct being subjected to reviews if necessary. The second strategy entails holding managers accountable through reporting requirements summarizing specific efforts to advance gender equality and prevent discrimination based on sex. When clear reporting channels are established, it will become easier to communicate any cases showing a lack of adherence to the zero-tolerance policy.
Within a larger social context, the compliance issue that was revealed in the case concerning the organization illustrates the pervasive impact of patriarchal values on society and workplaces in particular. Women remain discriminated against in the workplace because they are perceived as less qualified or capable, while sexual harassment occurs when perpetrators are certain that their victims can do nothing to protect themselves or make a report (Folke & Rickne, 2022). Until society becomes more inclusive and abandons the stereotypical gender roles, it is likely that women will remain discriminated against and harassed in the workplace, which is an unfavorable prognosis.
To conclude, the case involving the Rural Office of Community Services Inc. and the U.S. Equal Employment Opportunity Commission points to the importance of practices associated with diversity and inclusion in the workplace in order to prevent sexual harassment and discrimination from occurring in the workplace setting. As the case becomes known to the public, the organization will have to deal with reputational outcomes while also showing that it can adhere to practices regarding the internal investigation of complaints. Besides, the organization will have to engage in employee and manager training, report to the EEOC regularly, as well as embed the principles of diversity and inclusion into its statement of values.
References
Folke, O., & Rickne, J. (2022). Sexual harassment and gender inequality in the labor market. The Quarterly Journal of Economics, 137(4), 2163-2212. Web.
Heaslip, E. (2020). Writing a diversity and inclusion statement: How to get it right. Web.
South Dakota social agency fined $320K. (2022). Web.