Pervasive Discrimination at Eli Lilly?
On June 9, 2009, the NAACP and nine class representatives filed a motion for class certification in the United States District Court for the Southern District of Indiana, Indianapolis Division, on behalf of an estimated 2,000 current and former employees of the Eli Lilly Company, one of the world’s largest pharmaceutical companies. The plaintiffs also filed an amended complaint alleging that pervasive discriminatory practices by the company affected African-American employees in pay, promotion and promotion-related opportunities, thus denying these employees an equal opportunity to advance within the company.
Additionally, more than 100 members of the class filed certified declarations describing their experiences with discrimination while at the company. The plaintiffs are seeking declaratory and injunctive relief, back pay, front pay, attorneys’ fees, and other costs and expenses. Plaintiffs’ spokesperson Cassandra Welch, who worked at Lilly from 1992 until she was let go in 2004, stated that she was subjected to years of racist comments and threats – including having a dark-colored doll with a noose around its neck left on her desk. The other class representatives and the declarations all have similar stories, and claim that complaints to supervisors were never properly investigated. According to co-lead class counsel for plaintiffs, “Lilly discriminates against its African-American employees by advancing the company’s white employees more quickly, and by denying African-American employees equal job assignments, promotional opportunities, training, compensation and other benefits of employment.”
Whether or not these allegations have merit is yet to be seen, but the number of similar declarations filed and potential class members nationwide cannot be ignored. Discriminatory employment practices should not be tolerated, and praise must go out to those who are stepping forward to bring light to the situation, particularly those who are still currently employed by Lilly and have to deal with the pressures of going against the employer. If you have experienced or observed questionable and illegal business practices at your company, you may want to speak to one of our whistleblower attorneys to determine if there are any legal options.