10 CASE
Analyzing Promotion Data: Applying the 80% Rule
Thomas L. Rutherford, human resource director of Food Chain Supermarkets, Inc., was jolted by the conversation he just had with Walter Jackson, an employee in the company's distribution warehouse. Jackson had complained that black employees were being passed over for promotions in favor of white employees who had less experience and seniority. Jackson had gone on to explain that he had resigned his position in the meat department of the warehouse because, despite his experience and job performance, he felt he would not get promoted. He explained that he had been passed over for promotion three times since he started work with Food Chain.
After Jackson left his office, Rutherford immediately began to investigate his claims. He called in Mark Walters, his personnel assistant, and explained to him the conversation he'd just had with Jackson. "The last thing I want on my hands is a discrimination suit," Rutherford told Mark. "I want you to get some data on promotions that have occurred in the last couple of years in our warehouse operations. Also, while you're at it, get the same information for our stores. Also, here are the names of three black employees given to me by Jackson. Pull their files and try to get any facts on what happened with their promotion requests."
Mark replied, "I don't think it will be too difficult to pull together the information, Tom, now that we have finally gotten our personnel records centralized. But I'll probably have to talk with some of the department managers and supervisors also." Rutherford suggested that he also interview the three black employees. As Mark left his office, Rutherford began to think about the company's human resource practices and Jackson's allegations.
BACKGROUND
Food Chain Supermarkets, Inc. is a regional chain of supermarkets located in the Midwest.