Starbucks Accused of Race Discrimination
Many people love Starbucks. A lot of people also love working there. But is the popular coffee chain discriminatory in its hiring practices?
Florida’s attorney general seems to think so. Ashley Moody filed a complaint in May calling for an investigation into Starbucks’ hiring process. She is asking the Florida Commission on Human Relations to investigate the coffee chain for unlawful hiring practices that are in place to reach quotas.
Starbucks discloses on its company website that its executives have compensation tied to inclusion and diversity objectives. A press release from the coffee chain from 2022 stated that their goal was to achieve Black, Indigenous, and People of Color representation of at least 30% at all corporate levels and at least 40% of all retail and manufacturing roles in the United States by 2025.
Moody claims that Starbucks’ policies are concerning. The “anti-bias” training Starbucks offered to its workers aims to convince white employees that they are “the problem. Moody says Starbucks should be considered an “abusive work environment.”
Hiring practices using race-based quotas are illegal, so if Starbucks is using this method to hire people, this should definitely be investigated. Starbucks has published policies alluding to the fact that they are using a quota system, and that compensation is tied to that system. These concerns should be investigated to ensure that Florida civil rights laws are not violated.
DEI Programs and Common Mistakes
If run properly, diversity, equity, and inclusion (DEI) initiatives and programs can reduce the risk of employment discrimination. However, some programs still break the law. For example, some instruct hiring managers to use the race of applicants as a “tiebreaker” or “extra points” and this is against the law. Setting aside concrete numbers or percentages of roles or seats for members of specific races and ethnicities is also not OK. Companies also need to avoid practices that focus on race and other demographic criteria. Racial characteristics of an individual should not need to be considered when making a decision affecting their employment.
While using racial data to make a hiring decision would be illegal, aggregating racial data for the overall candidate pool to identify race-related disparities is acceptable. For example, collecting demographic data in conjunction with HR data might reveal racial gaps in turnover, which can show any adverse impact caused by prior discriminatory practices.
Contact a Discrimination Lawyer Today
Race discrimination can happen in various environments. Many businesses face these claims all the time, especially when they are hiring or firing employees. They must do what they can to protect themselves.
Whether you are a business or a discrimination victim, a Bradenton business litigation lawyer from Cahall Law Firm can assist you with your case. We’ll help you work toward a settlement, but are not afraid to fight for you in court if necessary. Schedule a consultation by filling out the online form or calling (941) 281-2019.
Source:
wfla.com/news/florida/florida-attorney-general-accuses-starbucks-of-racial-discrimination-calls-for-investigation/
