ruiting, interviewing and hiring processes.
If we examine the racism and discrimination issues confronting Boeing Corporation over the past few years, we see that blatant racism may be dead in the workplace but harmful, more subtle forms still put blacks at a disadvantage due to the color of their skin. The corporate environment at Boeing Corporation is one that is commonly associated with racism and discrimination. There have been several recent successful lawsuits brought against the company because of discrimination and racism in the workplace. Two class-action lawsuits were filed against the company in 1998, one based on the charges of 41 employees and another brought by 16 employees of the company who alleged “discrimination is common at Boeing plants” (Million 1999, 1). Only one of the 57 employees involved in these two lawsuits is not black.
In March of 1998, 41 employees sought more than $82 million in damages against Boeing for alleged racial discrimination and harassment (Scope 1998, 2). While Senior Vice President of Boeing Jim Dagnon proclaimed “We do not tolerate discrimination or harassment in the workplace”, lead counsel for the 41 employees, Oscar E. Despar III’s interviews with more than 1,200 Boeing employees nationwide proved otherwise (Scope 1998, 2). Email communications from earlier in 1998 summarize a meeting in which Boeing executives discuss racial bias
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