California Credit Life Insurance Group

Sania Moazzam

Introduction Violation of

women's human rights

Prohibited

Psychological injuries

Discourage integration of

women

Violates women's dignity

Hazardous to health and

safety

Performance Index

Realistic quotas

Performance Index

Very few discrepanciesNot TOO serious

Expense Account Data

Delta Expense Vs Perf. IndexShari Vs Mark

Performance Evaluation

Random Evaluation

Individual efficiency of company’s management

Performance Evaluation

Basic Salary Analysis

B.S/total sales fair for employeesExp/B.S rational decisionInfluence on next yr’s B.S Shari vs Mark

Basic Salary Analysis

Job satisfaction Summary

Supervision

Promotions

& advanceme

nt

Company

policy and

manageme

nt

JobFello

w worke

rs

Customers Pay

ProfilesName Designation Description

Diane Flanagan

VP of Human Resources

Kevin Stark VP of Sales

Shelley Ryan Lawyer from CCLI’s legal staff

Suzette Renoldi

Sales representative in southeastern region

•Business degree from University of South Carolina• Joined CCLI in 1998• Strong initial performance (1998-2002)• Performance declined in last two years (2003-2004)

ProfilesName Designation Description

James Bradford

Area Sales Manager, Southeasternregion

•Formerly a sales representative in Dallas region

•In 1998, selected as an Area Sales Manager

•Against the idea of equal employment opportunity

Qualitative Statements

“I like my job a lot but it has taken me much time to reach there. And it’s been my doing

all the way, especially with limited support from my

manager.”

Qualitative Statements

“I’d like to think that if I needed an answer, my

manager would be a logical source. But in my office, I ask

one of the other women.”

Qualitative Statements

“…Some of the guys I work with view me as a threat to their

precious power structure. One guy told me that I should be

home making soup and not taking up space that a man could fill. ”

Qualitative Statements

“I don’t feel like I am part of the company. The other day, a

customer asked about a new company policy which I didn't

know but every other salesman in the office knew.”

Job Satisfaction Summary: Southeastern Region

0

10

20

30

40

50

60

70

MalesFemales

Job

Sati

sfac

tion

(%)

Qualitative Statements

Female sales reps are unhappy with supervisors because they discriminate

against women.

Sales to Quota (%)

Year 1998 1999 2000 2001 2002 2003 2004

Suzette Renoldi

101.4 102.4 101.4 102.3 101.1 99.6 98.5

Requests Bradford for

changes in sales territory

Bradford refused to do

thatFiled a case

against Bradford

Not the first complaint of

sexual discrimination

Problems

Women experiencing

different problems

Suzette Renoldi filled a sexual

discrimination case

Bradford sales manager involved

in many cases

CCLI’s position concerning equal

opportunity

Reibolt had an excellent start at CCLI but then in

1997 quit and took position with a

competitor

Problems Southeastern Region Total company

males females difference total males females difference total

1. Job 54.06 45.13 8.93 52.16 53.84 50.19 3.65 53.61

2. Fellow workers 58.35 49.63 8.72 55.82 57.98 51.11 6.87 57.39

3. Supervisor 59.91 41.24 18.67 57.33 54.13 48.54 5.59 51.43

4. Company policy and management support 61.58 52.28 9.3 60.17 58.91 53.28 5.63 56.46

5. Pay 49.31 52.39 -3.08 50.07 49.88 51.65 -1.77 49.92

6. Promotions and advancement 59.41 48.37 11.04 57.3 58.28 49.87 8.41 57.06

7. Customer 53.7 48.44 5.26 51.19 54.07 48.56 5.51 52.09

Total 59.47 48.14 11.33 59.12 58.19 50.23 7.96 57.48

Core Problem

Sexual discrimination and

harassment

Prided itself in being an equal opportunity

employer

Company’s image and credibility

Anti-Discrimination Act:• Unwelcome and uninvited sexual conduct is unlawful in the

workplace.• Employers need to deal with sexual harassment as a

management issue.

Recommendations

Recommended Steps

Issue a Policy Statement- Sexual harassment will not be tolerated-The company will treat complaints seriously & sympathetically

Raise Awareness-Make sure that your staff are aware of their responsibilities under the law-Raise the matter at staff seminars or meetings

Make policy Statement Visible-Ensure the policy statement is seen by all employees-Display copies on appropriate noticeboards

Appoint a Complaints Officer-Nominate one of your employees to receive sexual harassment complaints.-Some one who has the authority

Receiving a Complaint-Objectivity is essential. Do not prejudge the matter-Check all details with the complainant ,explain courses of action

Investigation-Interview the alleged harasser-Try to find witnesses to the incident(s) if appropriate.

Outcome-After investigation take proper actions and solve the matter swiftly.

Diane Flanagan need to fire James Bradford as he is the root cause of all the problems leading to sexual

harassments.

Core recommendation

Thank You