Beruflich Dokumente
Kultur Dokumente
Beverly Aldridge
Kailey Chitmon
Melisa Garner
Tim Mounts
Frankie Tilley
The Most Convenient Bank (TMCB)
The Most Convenient Bank has proudly provided unparalleled
convenience and legendary customer service for more than 100 years.
TMCB is a diversified financial services company headquartered in
Make Believe, Arkansas with branches in Arkansas, Kansas, Oklahoma,
and Missouri. Beginning with Fantasy County's first automatic teller
machine (ATM) in 1976 and the launch of an Internet banking web site
in 1998, TMCB has been modernizing its services ever since.
The company operates in 16 locally managed markets, each with its
own president, management team, and board of
directorsinArkansas,Oklahoma,MissouriandKansas. The majority of
its 183 branches are open 12-hours a day during the week and many
locations are open on Saturdays.
TMCB is thelargest bank inArkansasand has the most banking
locations in the state ofOklahoma.
The Problem
TheMostConvenientBankDiscriminationLawsuit
On February13, 2017, The Most Convenient Bank (TMCB) was accused of racial discrimination
byan employee. The employee claimsthat the Russellville, Arkansasbranch of TMCBfailed to
give himapromotion asLead Financial Analyst based on hisethnicity. He has filed acomplaint
with the Equal Employment OpportunityCommission.
TMCBRussellville did not promote the referenced employee due to alack of aBachelors
degree. The EEOChas filed alawsuit against the company, because aCaucasian man, also
without aBachelorsdegree, was hired for the position. The agencyseekscompensatory
damagesfor the employee and relief to prevent future racial discrimination in the company.
Jane Smith, President of the Board of Directorsfor TMCBstated TMCBis takingthe allegation
veryseriously. The employees of our bankingorganization are of the utmost importance.
Fairnessand equalityfor our employeeshas alwaysbeen atop priority. A full investigation will
be conducted and we askfor the publicspatience while we addressthese matters.
Communication Type
Disparate treatment: a way to prove illegal employment
discrimination. An employee who makes a disparate
treatment claim alleges that he or she was treated differently
than other employees who were similarly situated, and that
the difference was based on a protected characteristic.
The employee at TMCB claims that he was treated differently by not
being given the equal amount of opportunity to be considered for the
promotion.
Purpose of the Analysis
The purpose of this project is to discover how many
employees at TMCB believe that they are being or were
discriminated against when it came to being hired/promoted.
Racial discrimination in the banking industry can impact the
people being affected negatively. This could include
psychological and physical outcomes, as well as a decrease in
performance. Disgruntled employees due to racial
discrimination can create a problem in the industry by leaving
the business, causing a shortage of employees. Claims cases
can also be brought against the company, damaging its
reputation.
Problem Statement/Research
Question
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Changes to Facilities/Equipment/Practice:
Signage in multiple languages
Job postings in multiple languages
Implement a Zero Tolerance Policy
Develop/implement Promotion Matrix based on merit
Require all employees to review Discrimination Policy/Training annually
Action Plan
Schedule of changes:
Step One: Implement a Zero Tolerance Policy
Step Two: Signage in multiple languages
Step Three: Job postings in multiple languages
Step Four: Develop/implement promotion matrix based on merit
Step Five (reoccurring): Require all employees to review Discrimination
Policy/Training annually
Action Plan
Feasibility: It is feasible for the company to comply with all
schedule changes by implement a Zero Tolerance Policy,
Signage in Multiple Languages, Job postings in Multiple
languages, Develop/Implement Promotion Matrix that is Based
on Merit, and require all employees to review Discrimination
policy/training annually.
It is feasible for the company to compensate attorneys fees,
court costs, and all employees for back pay, promotion, and
compensatory damages (emotional pain and suffering). The
needs are to base all decisions on accurate information due to
discrimination of employees.
Action Plan