Case Study: *(Wal-Mart Stores v. Dukes 2011 U.S. LEXIS 4567) 1. What were the key facts and circumstances surrounding the Wal-Mart Stores v. Dukes case, and why is it significant in the context of Title VII? 2. How did the plaintiffs in the Wal-Mart case argue that Wal-Mart had violated Title VII? What were their main allegations? 3. Discuss the concept of a class action lawsuit in the context of employment discrimination cases under Title VII. How does it differ from individual lawsuits? 4. The Supreme Court focused on the issue of "commonality" in this case. What does "commonality" mean, and why was it crucial in determining the class certification? 5. How did the Court's decision relate to the concept of disparate impact in employment discrimination cases? 6. Analyze Wal-Mart's employment policies and practices that were challenged in this case. How do these relate to Title VII's requirements? 7. In what ways can an employer be held liable for employment discrimination under Title VII, and how did this case shed light on those considerations? 8. How has the Wal-Mart v. Dukes case influenced HR practices and policies in large corporations? 9. What lessons can HR professionals learn from this case? 10. Based on the lessons learned from this case, what are some best practices that HR departments can implement to prevent workplace discrimination and promote diversity and inclusion? 11. What do you think will be the key trends and challenges in employment discrimination cases in the coming years, considering the evolving legal landscape and societal norms? 12. https://www.forbes.com/sites/willyakowicz/2020/12/23/legal-cannabis-delivery-companies-thrive-amid-pandemic-by-co-opting-illicit-dealers-business-model/?sh=57638b832427. Is this an effective business model? Why or why not?Do you see any potential employment litigation issues associated with this organizational structure? Why or why not? 13. https://m.youtube.com/watch?v=oKtALHe3Y9Q&feature=em-share_video_user TED Talk - Color Blind or Color Brave Discussion Questions 1) How do you think the concepts of "color blindness" and "color bravery" can be applied in the context of Human Resources management within organization? 2) Can you provide specific examples from your own experiences or observations in the field of HR where the principles of color blindness or color bravery could have been better applied? 3) Mellody Hobson discusses the idea of being "color brave" and actively addressing issues related to race and diversity. How do you think this approach can positively impact workplace culture and employee engagement in a diverse organization? 4) In the TED Talk, Mellody Hobson emphasizes the importance of having uncomfortable conversations about race. How do you envision implementing these conversations within HR practices, and what potential challenges do you foresee? 5) Mellody Hobson mentions the concept of "being color brave in small moments." Can you provide examples of what these "small moments" might look like in an HR context, and how they can contribute to a more inclusive workplace? 6) How can HR professionals promote and facilitate discussions on race and diversity in the workplace without making employees feel uncomfortable or defensive? 7) Mellody Hobson emphasizes the need to "get proximate" to the issues related to race and diversity. How can HR professionals and organizations take practical steps to get closer to these issues and better understand the experiences of their employees? 8) What strategies or initiatives can HR departments implement to actively promote diversity, equity, and inclusion within organizations, based on the insights gained from Mellody Hobson's TED Talk? 9) Mellody Hobson speaks about the power of storytelling in addressing racial bias and prejudice. How can HR professionals incorporate storytelling into their diversity and inclusion efforts to create meaningful change? 10) Reflecting on Mellody Hobson's talk, how do you think the role of HR professionals in organizations might evolve in the future with regard to addressing issues of race and diversity? 11) In your opinion, what are the potential benefits and drawbacks of implementing the "color brave" approach within HR practices, and how can these challenges be effectively addres