Help replying to this discussion post

I actually had an experience like this when I was working at a retail store. I was rarely late unless it was for a serious issue, but my manager always felt the need to make a big deal whenever I was late, unlike with anyone else on the team, including herself (I was the only African American in that department). I approached Human Resources about my concerns regarding the manager's unfair treatment within the department, but nothing changed. I then started documenting every day the manager was late, which was the majority of the week. Afterward, I decided to escalate the situation, so I reached out to the head of the company and expressed my concerns about what was going on in the store. I also made it clear to them that Human Resources didn't help resolve or address any of these issues. I attached all the videos of the manager coming in late for work along with my time sheets as evidence. An investigation was conducted, and she was eventually fired from the company due to the numerous complaints against her. I guess my complaint was the final straw, although it wasn't my goal to get her fired. I feel that if Human Resources had done their job by addressing the situation with her or implementing strategies to ensure that everyone is treated fairly, the situation wouldn't have escalated to the level that it did. Although this case isn't an exact mirror to what I went through, it is an example of the form of bias that I experienced. African American Walgreens employees filed the worldwide race discrimination class action lawsuit Tucker v. Walgreen Co. They claimed that promotions and retail assignments were discriminatory. A settlement was reached in July 2007 in which Walgreens committed to reimburse the class for legal expenses, modify its business operations over a five-year period, and pay approximately $20 million to the class