ASSESSING THE CORRELATION BETWEEN DISCRIMINATION AND PERFORMANCE AT AMAZON

Abstract

The underrepresentation of women in the corporate sphere is a pervasive global challenge, particularly evident in the dwindling proportions as one ascends the hierarchical ladder, even in the wake of the post-Covid-19 era with historically low unemployment rates in the United States of America. Gender-based discrimination and subconscious bias remain formidable barriers faced by women and marginalized groups in their pursuit of leadership roles within corporations. Numerous companies have taken strides towards fostering gender parity through the establishment of family-friendly work environments, policies, and the expansion of professional networks and opportunities for women. However, the persistent presence of unconscious gender bias necessitates further action to empower exceptionally talented women to ascend to the zenith of the corporate hierarchy. This landscape is further complicated by a series of lawsuits levied against Amazon, alleging the perpetuation of a hostile work environment for Black, Latino, and Native American office employees. These lawsuits assert that the company consistently favors white employees over minority groups in matters of promotions. Data presented in one complaint, filed by an Amazon human resources professional, lends credence to the claim that Black, Latino, and Native American employees are not afforded the same promotional opportunities as their white counterparts.