Julie Nyeko Wiki
Julie Nyeko Biography
Who is Julie Nyeko ?
A black financial worker sued city giant AIG after her boss dismissed her claim that she was the victim of “unconscious bias.”
Investment trainee Julie Nyeko told senior manager Brenda Monaghan that she was concerned that she would be treated unfairly because of her race.
She insisted that colleagues needed training to identify biases that they might not be aware of.
Ms Monaghan, managing director of the international finance firm, was monitoring the apprentice due to perceived issues with her attendance history and work ethic.
The top executive dismissed her claim when she came up in a meeting to discuss the 23-year-old’s job, she heard a labor court.
Ms. Monaghan “shut down” Ms. Nyeko and “effectively told her that racial discrimination does not exist” on her team, saying that she had “several women” and “one Indian.”
Later, Ms. Nyeko was fired for gross misconduct due to her absences, for not performing required work, and for claiming pay on days when she had not worked.
Now, the junior investment
Now, the junior investment worker has successfully sued AIG after taking a victimization case to an employment court over the unconscious bias claim.
The term is defined as a social stereotype about certain groups of people that individuals form without being aware of it.
Miss Nyeko joined AIG Asset Management Europe in London on its Global Analyst Program in July 2018 after leaving university.
She is now in line to receive compensation after today’s hearing in central London.
The court was told that Monaghan and her executive partner Frances Torsney were concerned about Miss Nyeko’s absences.
At a meeting about her performance in January 2020, Ms Nyeko told Ms Monaghan, head of AIG Europe’s global real estate division, that she was the sole caregiver for her disabled younger brother.
She complained that she believed that she could be the victim of unconscious biases.
A court report said: “ She told Ms Monaghan that she was concerned that there were ‘unconscious biases’ against her … as they did not include her or the task of completing interesting work.
She also said that she felt that the Global Real Estate team needed training on unconscious biases and that she hoped to establish an internal employee resource group with the goal of supporting black employees and offering training on unconscious biases.
“Ms. Monaghan told the court that she asked Ms. Nyeko for examples of those who had been unconsciously biased against her and asked her if she thought that Ms. Monaghan, herself, had been unconsciously biased.” .
Afterwards, Ms Monaghan wrote an email to Ms Nyeko saying: ‘The team is well diversified with several women, possibly more than most real estate teams.
“I have not experienced / seen any bias in the team that has a lot of cultural backgrounds, including an Indian (Naveen).”
The court also heard Ms Monaghan, in response to Ms Nyeko revealing that she cares for her younger brother, was ‘dismissive’ and told her to ‘get up earlier’.
Later that month, Ms Nyeko flew to Uganda for a family emergency, but she lost her visa, which meant that she would not be able to return to the UK before she finished her annual leave.
But the court heard that Ms Monaghan and Ms Torsney lacked “sympathy” and even accused her of lying about being in Uganda.
Ms. Nyeko was subjected to a disciplinary investigation and later fired for gross misconduct for demanding pay on the days she did not work.
The court concluded that Ms Nyeko was victimized when she complained of unconscious bias, as Ms Monaghan and Ms Torsney had a ‘continued negative attitude’ towards her.
In her ruling it said: ‘Ms Monaghan effectively told a young black employee that racial profiling did not exist on the team.
The court decided that, by dismissing the concerns of a junior employee in this way, without any commitment to reflect on or discuss the matter again, both ‘quell’ and ‘shut down’ Ms Nyeko.
Monaghan challenged Miss Nyeko
Monaghan challenged Miss Nyeko, asking her for examples of unconscious bias and asking her directly if she believed that Miss Monaghan had exhibited it.
“This would have been a great challenge for Ms. Nyeko, a young employee who, according to the court, was trying to raise the issue in a non-confrontational way.
Monaghan contradicted her by saying the team was diverse. She did not promise to investigate the subject of unconscious biases or to discuss it again.
The court took into account the fact that Miss Nyeko was a graduate apprentice and Miss Monaghan was a senior manager, with considerable authority over her.
‘She was a graduate trainee / apprentice and she expected to be kept as an employee after completing her training. She had expressed serious concerns, only to have those fired by a manager who was in a position of control over her and her future career. ‘
The court also said Monaghan and Torsney were “antagonistic and aggressive” towards her when they met with her to try to care for her brother.
But it ruled that AIG Europe did not unfairly dismiss Ms Nyeko, as claiming payment for the days she did not work was “serious enough” to justify firing her.
Ms. Nyeko will receive victimization compensation at a later date.
She will also receive compensation related to a successful claim for illegal wage deduction within five days.
Julie Nyeko Quick and Facts
- Julie Nyeko told Brenda Monaghan that she was unfairly treated due to her race
- She insisted staff needed training to identify prejudices they were not aware of
- Ms Monaghan was monitoring the trainee due to perceived issues with her work
- The senior executive said to have dismissed claim when it was raised at meeting
- Miss Nyeko was sacked for gross misconduct over her absences and work ethic