california credit life insurance group sania moazzam
TRANSCRIPT
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