Circuit City

In calling for consumer doing against the ship's caller-out, the NAACP noted that approximately 800 of roundabout City's 3500 employees are black, but that totally 11 hold what the NAACP considers the company's top 362 positions ("NAACP Va. Branch," 1996, p. 14). Since the lawsuits were decided in slow 1996 (Circuit City has announced plans to appeal), a federal judge has arranged the company to promote at least one Afri tummy American employee and ordered a mixture plan be seeed at the company. The diversity program will be developed by an outside director in union with the court's decision ("Circuit City was Ordered," 1997, p. 16).

The most obvious make up to Circuit City of the judgments is that the company must pay the awards and implement a diversity program. These are quantifiable costs which can be measured in terms of the dollars associated with the awards, the salary associated with the diversity director, and similar measurements. It is to a greater extent difficult to measure the amount of gold that the retailer lost in terms of the consumer action called for by the NAACP, the loss of the public image that the company suffered, and the concentration of resources that the company committed to fighting the various lawsuits (Lee, 1996, p. A13).

There are former(a) costs to the organization as well, and these may be entrap in the long-term perfor

Ramst, E., & Lee, L. (1996, November 18). Circuit City suit shows problems in proving bias. Wall Street Journal, pp. B1, B7.

tour Rogers suggests using an outside trainer (1994, p. 71), it may be more prudent to have internal staff members trained in diversity responsible for the training of the overall organization. This would alter the company to tailor a training program to meet its odd requirements, and would allow it to establish certain guidelines for diversity training that would enable all employees to receive the same quality of training.

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