The suggested scenario occurred in 2016 at a local organization where I was volunteering. One of the employees (Sarah) complained of less pay compared to other colleagues holding a similar position (Mark and Susan). Two issues came out strongly in the case. The first was that Sarah was paid less compared to Mark because she was a woman. Additionally, Sarah was paid less than both Mark and Susan because she was African American while the two were Caucasian. An investigation into the matter was launched that showed Sarah earned 30% less than Susan despite being more qualified and 50% less than Mark, who had similar qualifications. Also, Mark earned 30% more than Susan. Initially, the management increased Sarah’s salary to match that of Susan. However, female colleagues in the department also complained of earning less than male colleagues, and the system was reviewed and revised. Employees afterward earned based on their skills and experience.
The primary legal issue involved the discrimination of employees based on race and gender. It can be argued that Title VII of the Civil Rights Act of 1964 can be applied in this case. Dunham explains that Title VII categorically prohibits discrimination of any kind in the workplace. Thus, discrimination based on sex, race, color, national origin, and religion is illegal. The involved would have sued the organization had it refused to review the pay grades. Such a case would be supported by Title VII of the Civil Rights Act of 1964.
Having learned a lot about discrimination in the workplace, I will do everything possible to mitigate any discrimination in my unit, department, or organization. One strategy I will use is creating a flexible and free reporting tool. It would be later used to report any discrimination experienced. The human resource department and the line managers will also be linked more effectively to ensure employees are paid accordingly. Additionally, a legal officer will be used to determine individual payments and ensure fairness.