“But apologies are words. I am a man who deals in systems, in actions, and consequences. Your system is broken. Your actions were insulting. The consequences are what you see on the news today.”
“We are prepared to do whatever it takes to make this right,” Richard Maxwell interjected, leaning forward. “We understand you are not interested in personal financial compensation, and we respect that. So tell us, what are your terms?”
This was the moment. The digital courtroom was in session. Alexander Thorne was the judge, jury, and executioner.
“My terms are not negotiable,” Alexander stated, his gaze sweeping across the faces on the screen. They are conditions for the resumption of your service. “Consider this a software patch for your corporate culture.”
He laid out his demands, each one a carefully crafted blow to the airline's pride and finances.
First, he began, the two employees directly involved, Carol Peterson and Gary Mendes, will have their employment terminated effective immediately. There will be no severance packages, no retirements. They will be fired for cause.
In a small, bleak office in New York, Carol and Gary had been called in to watch the conference. At these words, Carol let out a small sob. Gary just stared, his face a mixture of disbelief and fury.
Second, Alexander continued, “You, Mr. Davies, as CEO, will make a live public statement. You will not read from a teleprompter. You will speak from the heart. You will detail the specific events that occurred.
You will name me. You will name the employees. You will call what happened by its name not an incident or a mistake, but an act of racial bias. You will apologize not just to me, but to every customer who has ever felt diminished or disrespected by your staff.”
Davies felt a chill run down his spine. This was unprecedented. A CEO publicly crucifying his own company and employees with such granular detail was corporate seppuku.
Third, said Alexander, his voice hardening. Transatlantic Air will establish a fund. This fund will not be for me. It will be a 10-year, $50 million commitment managed by an independent third party which my team will select. The fund's purpose will be to create and implement a new comprehensive and mandatory anti-bias and de-escalation training program for every single employee in your company from the baggage handlers to the boardroom. The efficacy of this program will be audited annually with the results made public.
Elena Vance, the CFO, flinched at the number, but she knew it was a pittance compared to what they were currently losing every hour.
“And your contribution to this fund, Mr. Davies,” Alexander added, looking directly at the CEO, “will be your entire personal bonus for the last fiscal year and the upcoming one.”