Proposal on Gender Discrimination at Walmart Inc Research 2022

Running head: PROPOSAL ON GENDER DISCRIMINATION AT WALMART INC 1
A Proposal to Find Ways on How to End Gender Discrimination at Wal-Mart Company
Name
Professor
Course
Date

PROPOSAL ON GENDER DISCRIMINATION AT WALMART INC 2
A Proposal to Find Ways on How to End Gender Discrimination at Wal-Mart Company
Wal-Mart which is the largest retail business in the world continues to face a raft of
gender discrimination lawsuits. This situation happens eight years after the company was
blocked by the Supreme Court from having the greatest case on gender discrimination ever filed
against an employer. Nearly 100 employees filed lawsuits related to sexual discrimination
against the company on February that involved denial of equal payment for retail store positions
and certain salaried positions in the management (Mallory, Hasenbush, & Davis, 2014). The
plaintiffs involved current employees in the company and other former workers who left their
jobs during the 20th century (Lips, 2013). Gender discrimination in the company relates to the
unequal pay between the female and male workers for various similar positions held in the
company. The issue also relates to the females being denied the highest levels of the
management positions which the male workers enjoy regardless of academic, job experience and
any other relevant qualifications (Reinsch, & Goltz, 2013). The females are said to be given
lesser pay compared to the male workers in the company regardless of having the same job
responsibilities and position. This explains the reason why there are so many lawsuits filed
against the company by the women employees.
Scope
The research will involve finding ways of ending the issues related to gender
discrimination in the company. This will evaluate the aspects of pay and positions of work held
by the male and female workers in the company. The research will also investigate the number of
female and male workers in terms of ratio in the company. The positions of interest include those
of management and those on the lowest levels such as the ones held by store workers. The study

PROPOSAL ON GENDER DISCRIMINATION AT WALMART INC 3
will also involve comparing the pay for both males and females under similar positions. It will
also investigate the merit aspect for the male and female workers holding the same job position.
However, the study will not compare pay for workers from outside the company but will limit
analysis within the Wal-Mart company.
Methodology
The study will involve both the qualitative and quantitative methodology of information
gathering. The qualitative method will involve conducting surveys through interviews for the
subjects who are free and questionnaires for those who are busy. Ten workers will be involved as
subjects of research including 5 females and 5 males. The quantitative methods will involve the
use of secondary sources of information such as reports about past lawsuits filed against the
company within the last ten years. Any other relevant document will be used.
Discussion
Since 2001, Betty Dukes an employee of the Wal-Mart company reported a class-action
lawsuit against the company where she claimed that she and several other women were passed
over regularly for promotions and pay raise in the company (Bobbitt-Zeher, 2011). This case
went up to the Supreme Court in the US but it was later dismissed for being expansive. Although
the court tossed off the case, Ruth Bader who was the justice then claimed that Dukes case
showed gender bias suffused the corporate culture in Wal-Mart. After Dukes died in 2017, there
was a report on how she helped bring out the issue of gender discrimination that had become the
culture of major retail employers in the country and international employment market
(Cleveland, Vescio, & Barnes-Farrell, 2013). Francine Radtka and Youman are other examples
of women among some 100 more who are part of those filing lawsuits against the company for
issues related to less pay, and lack of promotion for being women (Bobbitt-Zeher, 2011).