Scenario: The Workplace

Read this news story (attached) of an employment (racial) discrimination lawsuit filed against Tiffany & Company.

After reading the story, what advice would you give to any employer who is concerned about prejudice and discrimination in the workplace? One of the accusations alleged in the lawsuit is that a top management official stated his surprise that a Black man is representing such a high end brand as Tiffany. What does the research show about implicit attitudes on race? Can implicit attitudes affect the way someone behaves toward others? What impact might obedience to authority have on perpetuating workplace harassment/discrimination? Please be sure to use scholarly, peer-reviewed research to support your advice and professional opinions.

Employee’s Suit Accuses Tiffany of Racial
Bias
By ELIZABETH A. HARRISMAY 29, 2014
A group director for the jewelry retailer Tiffany & Company sued the company in federal court
on Thursday, accusing his employer of a “systemic, nationwide pattern and practice of racial
discrimination.”
According to the complaint, of the more than 200 management positions that represent Tiffany to
the public, a range that includes executive officers, store directors and members of the board of
directors, only one is held by an African-American employee: Michael McClure, the plaintiff in
this lawsuit.
Robert D. Kraus, the lawyer representing Mr. McClure, says that pattern, along with his client’s
experience, demonstrates “racial bias in the belief, conscious or otherwise, that AfricanAmericans are not appropriate ambassadors for the iconic, luxurious and sophisticated Tiffany
brand.”
According to the complaint against Tiffany & Company, only one senior manager for the retailer
is African-American. Credit Lucas Jackson/Reuters
In a statement, Tiffany denied Mr. McClure’s claims.
“The lawsuit allegations are completely without merit, and the many mischaracterizations will be
addressed through the legal process,” the statement said. “We welcome and value diversity in all
forms and emphasize personal accountability and professionalism in a respectful and fair work
environment.”
Mr. McClure is employed as a group director, someone with responsibility for more than one
store, and has worked at Tiffany since 1993, according to the complaint. It notes that he had
received consistently positive performance reviews.
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Last fall, after management changes at the company, Anthony Ledru, the new senior vice
president for North America at the time, asked store and group directors to send their
photographs. The request said Mr. Ledru was requesting the pictures “as a result of Anthony’s
extensive market travels and meeting numerous people along the way.”
Then in the spring, Mr. McClure received a negative performance review, the complaint stated,
and the company placed him on warning for termination. In addition, the lawsuit contends that even though sales at one of his stores had increased 15 percent over the year before, while sales
at the other grew 1 percent that year, he was denied an annual bonus. Mr. McClure disputed the
review, saying its unfairness reflected an “apparent agenda to get rid of him from the start and
racial bias at Tiffany,” the lawsuit said.
In May, after Mr. McClure had hired a lawyer and the company had started two internal
investigations, he received an anonymous interoffice envelope, according to the suit. “Shortly
after Anthony Ledru visited your market he made a comment to a small group of male market
vice presidents that I think you should be made aware of,” the letter said, as quoted in the
complaint. “In reference to you, he expressed a surprise that ‘a black man is representing the
Tiffany brand.’ ”

Attachments:

• 1506237347-Employee.docx