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NAACP: The Struggle Continues - The Impact of Racial Discrimination and Harassment in the Workplace!

By Lunette Howell and Betty Valentine
Toledo NAACP Editorial Team


Our country has taken a turn back in time to the civil rights movement.  Racism and discrimination are on the rise within our own community. As leaders in the White House continue to express displeasure with people of color and to label us as being violent, murderers and rapists, our society increasingly thinks it’s OK to display hatred.

Phone calls into our NAACP office are increasing with reports of racial tension and unsafe hostile work environments throughout our city, within our schools, hospitals, plants and other places of employment. It is time that people step up to defend their jobs and their dignity. Understand your rights and document your concerns. Companies cannot continue to allow negative and non-productive behaviors. They must provide employees with mandatory diversity training and help them to understand how harassment and discrimination of any kind impacts their company’s $$$$ bottom line. 

The Sojourner’s Truth article April 4, 2018 regarding “discriminatory practices at GM Powertrain Plant” is another example of management not taking immediate actions to a hostile workplace. We thought we would ask Toledo NAACP President Ray Wood a few questions about his recent filing of a discrimination lawsuit against General Motors.

Betty Valentine - The Ohio Civil Rights Commission has determined that General Motors is guilty of maintaining a workplace that condones harassment.  What was the frequency of the workplace infractions that were used to intimidate employees?

Ray Wood - On March 22, 2017, May 2, 2017, and June 2, 2017 nooses were found in various areas of the plant.  In addition, swastikas, white power and white only signs along with racial slurs were posted on the walls.

Betty - To the best of your knowledge, were there postings and guidelines for reporting harassment posted in areas of the plant visible to everyone at General Motors?

Ray - NO

Betty - As the UAW Union President, it was your responsibility to report the incidents of harassment to management.  Do you feel the company took your reports seriously?

Ray -  It took three weeks for the company to put out a letter to the membership about the first noose.  In a subsequent conversation with the Human Resources Manager, he stated that he felt overwhelmed.  He did not get support from the Plant Manager or the Operations Manager. As a result, it left people on the floor with no means of communication.

Betty - How many people were included in the discussions between the union and management?  And how often did you meet?

Ray - The meetings were held frequently and included a group called The Key Four.  It consisted of two union employees, the president and the chairman, and two management employees, the Plant Manager and the Human Resources Manager.

Betty - After repeated reports, did management tell you what was being done to address the incidents or give you a time frame for action?

Ray - They didn't have a plan.

Betty - What  prompted your action to go to the Ohio Civil Rights Commission with your complaint?

Ray -  My intent was to expose the behavior of General Motors and some UAW    members. Management has the obligation to secure a safe and non-hostile work environment.  The UAW members and General Motors acted in collaboration by their delayed and lack of response to the entire situation.  Their failure to respond quickly and decisively allowed the incidents to escalate and the environment to become toxic.

 

 If you feel your civil rights have been violated.  Know your rights!!

Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, and the Americans with Disabilities Act of 1990.

The Equal Employment Commission (EEOC) defines harassment as unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.

The Federal Government requires that companies with more than 15 employees post information about Title VII in areas visible to all employees along with guidelines for reporting complaints. 

 

Contact information for questions:

Ohio Civil Rights Commission - 419-245-2900

Toledo Unit NAACP - 419-214-1551 - fill out a complaint form on our website at www.naacptoledo.org

Become a NAACP member - $30/adult; $15/youth annually.  Join our meetings every 2nd Tuesday at 7:00 p.m. Our May meeting location is the African American Legacy building at 1326 Collingwood.  June through December meetings will be held at Mott Branch Library at 1085 Dorr Street.

Don’t forget to vote in the primary on Tuesday, May 8!

 
   
   


Copyright © 2018 by [The Sojourner's Truth]. All rights reserved.
Revised: 08/16/18 14:12:12 -0700.


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