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Week 1: Case Study
Sharome D. Strutchen
George Herbert Walker School of Business & Technology
Webster University
HRMG 5700: Employment Law
Mary F. Duggan, J.D.
October 18, 2023
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Summary
Ali, an African American female employee, sued Mount Sinai Hospital for racial discrimination
in violation of Title VII, alleging discriminatory enforcement of the employer's dress code. She
claimed she was disciplined for violating the code while white employees were not. The court
ruled in favor of the employer, stating that Ali had not provided evidence of discriminatory
enforcement. Ali had violated the dress code by wearing a red dress and boots and a hairstyle
that was not conservative. The court found that while Ali had shown she was a member of a
protected class and was satisfactorily performing her duties, she had not shown that the dress
code was applied to her in a discriminatory manner. The court found no evidence to support Ali's
claim that the dress code was not enforced against other employees who were not Black.
1. What do you think of the way in which Ali was approached by Dr. Shields about her
violation of the dress code? Does this approach seem advisable for a manager to do?
What could have been done instead?
Dr. Shields' approach towards Ali regarding her dress code violation could be viewed as
inappropriate and unprofessional. Her comments about Ali belonging to a zoo or a disco were
derogatory and could have been avoided. As a manager, it is essential to communicate
professionally and respectfully, especially when addressing sensitive issues like dress code
violations. Instead of disparaging remarks, Dr. Shields could have privately discussed the
violation with Ali, explaining the dress code policy and the importance of adhering to it
professionally.
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2. How much of a role do you think different cultural values played in this situation?
Explain.
Cultural values may have played a significant role in this situation. Ali's choice of attire
and hairstyle could be reflective of her cultural background and personal expression. However,
these choices conflicted with the conservative dress code policy of the hospital. The situation
highlights the need for employers to be sensitive to cultural diversity while enforcing dress
codes.
3. What can the employer do to avoid even the appearance of unfair enforcement of its
dress policy in the future?
To avoid the appearance of unfair enforcement of its dress policy in the future, the
employer can take several steps. First, the employer should ensure the dress code policy is
clearly communicated to all employees. This includes providing each employee with a written
copy of the policy and explaining it during orientation or training sessions. The policy should be
specific and detailed, outlining acceptable and unacceptable attire. It should also include the
consequences of violating the policy.
Second, the employer should consistently enforce the dress code policy without any
exceptions. Any perceived inconsistency in enforcement can lead to allegations of
discrimination. Supervisors and managers should be trained to enforce the policy consistently
and to document any violations and the steps taken to address them.
Third, the employer should regularly review and update the dress code policy to ensure it
is still relevant and does not inadvertently discriminate against certain groups. For example,
policies prohibiting certain hairstyles or religious attire can be considered discriminatory.
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Lastly, the employer should provide a platform for employees to voice their concerns
about the dress code policy. This can be done through regular meetings, suggestion boxes, or
anonymous surveys. Allowing employees to express their concerns allows the employer to
address any issues before they escalate into legal disputes (Harris, 2017).
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References
Bennett-Alexander, D. D., & Hartman, L. P. (2022). Employment law for business. McGraw Hill
LLC.
Harris, M. M. (2017). The impact of dress code policies on employee performance and
satisfaction. Journal of Business and Management, 19(2), 89–104.