It’s not what you don’t know that hurts you, it’s what you think is so that isn’t

Every morning I get in my inbox an email from the Employment Law
Information Network and in the edition from August 6 was a post from
Michael Maslanka from Constangy’s Dallas office in which he asked the
question whether the 14th Amendment’s equal protection clause protect gay employees who work for pubic employers. What caught my eye was Michael’s final line of the post which is the title of this post.

many times have you made a decision on a business process or business
policy based on less than complete information. Our local newspaper for
instance ran a 10 question quiz on the Affordable Care Act. On the
answer page they showed the percentage of individuals who got the
response correct and in most cases the correct response was identified
by less than 25% of the people. Or consider this question — You have
had a candidate apply for position and you find out that the candidate
has a disability so you automatically remove him or her from
consideration even though they may very well be your most loyal and
dependable employee.

We find ourselves in a very complex world
today and it is very easy to fall into the trap of making assumptions
based on half truths or mistaken information. I fully understand in the
rush to achieve a goal we make rush decisions. But the problem is just
what Michael suggested. If you get the RSS feeds from the EEOC there are
loads of fines levied recently to organizations that thought they knew
something and not only were they wrong it came back to hurt them.

,An $11 million consent decree entered
here today in federal court has ended the U.S. Equal Employment
Opportunity Commission’s (EEOC) race harassment and discrimination
lawsuit against a major transportation company.

a Mokena,
Ill.-based towing company, will pay $380,000 to 13 claimants and provide
other relief resolving a disability discrimination lawsuit

major cement and concrete products company, will pay $400,000 and
furnish other relief to settle a lawsuit for racial harassment

From both a business perspective and from a personal perspective we
need to avoid jumping to judgements unless you are sure you have all the
facts. Facts that are based on  evidence based data. Taking the views
of some o the media or from some misguided directive from you culture
can come back to bite. The bite might very well be worse than the bark.

How are you going to change your decision process to ensure that you are not one of those who is operating from what you think is correct when it is not?


Daniel Bloom & Associates, Inc. assists organization’s with the creation of empowered change strategies which are customer centric, organizationally aligned and quality based in your organization.


Leave a Reply