Investigation and pending class action lawsuit against Wal-Mart alleging widespread gender bias at Wal-Mart.
The class action lawsuit claims women employed at Wal-Mart are paid less than men in comparable positions, despite having higher performance ratings and greater seniority, and women employed at Wal-Mart receive fewer promotions to management positions than do men, and those who are promoted must wait longer than their male counterparts to advance.
Over 100 current and former Wal-Mart female employees, from hourly workers to former district managers, provided sworn declarations in support of the class certification motion. In the declarations the women who worked at Wal-Mart stores in 30 states detailed their personal experiences with Wal-Mart's discriminatory practices, including:
1. A female assistant manager in Utah was told by her store manager that retail is "tough" and not "appropriate" for women;
2. Another manager in Texas told a female employee that women have to be "bitches" to survive Wal-Mart management;
3. A Sam's Club manager in California told another woman that she should "doll-up" to get promoted;
4. Managers have repeatedly told women employees that men "need to be paid more than women because they have families to support";
5. A male manager in South Carolina told a female employee that "God made Adam first, so women would always be second to men";
6. A female manager in Arizona was told she got paid less than a less qualified male because she "didn't have the right equipment";
7. A female personnel manager in Florida was told by her manager that men were paid more than women because "men are here to make a career and women aren't. Retail is for housewives who just need to early extra money";
In charging widespread discrimination, the women cite testimony and documents revealing that senior Wal-Mart managers use and endorse the use of demeaning stereotypes of women in the workplace. In addition, the class action lawsuit presented evidence that Wal-Mart cultivates and maintains a strong corporate culture which includes gender stereotyping and uniformity; Wal-Mart managers make pay and promotion decisions in a subjective manner which provides a conduit for gender discrimination; women are unaware of a large proportion of promotional opportunities; decisions as to who will actually be selected for the Management Training Program are based largely on subjective criteria; Wal-Mart does not monitor the promotion decisions made by in-store managers which have been given unfettered authority; and it consistently takes women longer than comparable men to reach higher management levels.
Name (Stock Symbol)
Wal-Mart Stores Inc. (WMT)
Wal-Mart Stores, Inc. operates retail stores in various formats worldwide.
The information provided on ClassAdvocate.com is general in nature,
does not apply to any particular factual situation, and is not and
should not be taken as legal or other professional advice. We make no
commitment or warranty that the factual, legal or any other information
on ClassAdvocate.com, or on any linked website, is accurate, complete,
error-free, or current. As such, you should not rely on such information,
and should seek professional advice if and as you determine appropriate.
ClassAdvocate.com is not a lawyer referral service, and no attorney-client
or confidential relationship is or should be formed by use of the site.
The investigations listed on ClassAdvocate.com are attorney advertisements
and do not in any way constitute a referral or endorsement by ClassAdvocate.com
or any approved or authorized lawyer referral service.