Mrs. Ashford, Williams Hospitality Group generates 43 billion in annual revenue. Your spending represents 0.00002% of our business. You're financially irrelevant. The mathematical precision of her insignificance hit Victoria harder than any insult. She wasn't important enough to matter.
Patricia stepped forward, her loyalty finally finding its proper target. Mr. Williams, Dr. Williams, on behalf of the hotel, I want to apologize. This should never have happened. Patricia, you were placed in an impossible position, Kesha said gently. Your 20-year employment record shows consistent fairness until today.
The system failed you, not the reverse. The kindness in Kesha's voice made Patricia's eyes water. Thank you. What? What happens now?
Jonathan consulted his watch. In 12 minutes, this hotel's board of directors will convene for their quarterly meeting. They'll be discussing the Williams Hospitality Group acquisition proposal. Derek's face went gray. The acquisition, $340 million for this property and 12 sister hotels.
Jonathan's tone remained conversational despite the staggering sum. The due diligence period ends today. Unfortunately, today's events raise serious concerns about corporate culture and legal liability. Sarah's voice came out as a whisper. You're withdrawing the offer.
That depends entirely on the board's response to our demands, Kesha said, pulling out a printed document. We've prepared a comprehensive reform proposal. The Williams Protocol, non-negotiable terms, immediate personnel actions. Derek Martinez, termination for enabling discrimination. Sarah Lane, suspension pending bias, training completion.
All management, mandatory discrimination, prevention, certification, policy implementation, zero tolerance enforcement with automatic termination, guest code of conduct with immediate removal for violations, monthly third-party audits conducted by Williams Foundation, financial accountability, $100,000 donation to NAACP legal defense fund, $50,000 employee bias training program implementation victim compensation. Dr. Kesha Williams promoted to director of inclusive guest experience at $150,000 annual salary. Systemic changes real time incident reporting app with immediate escalation. Quarterly staff surveys on workplace discrimination. Public quarterly reports on diversity and inclusion metrics.
Derek read the demands, his face cycling through emotions. These terms, they're unprecedented. So was pushing a Harvard PhD into a swimming pool for being black, Jonathan replied evenly. Victoria made one final desperate gambit. My husband will never accept this.
James has lawyers who will tie you up in court for years, " Kesha looked up from documenting Victoria's threat. "Mrs. Ashford, your husband's firm just lost $300 million in managed assets. He'll be rather busy explaining that to his remaining clients. How do you know about Victoria stopped realizing dawning? You planned this all of it.
We conducted legitimate academic research. Kesha corrected your behavior was entirely voluntary. We simply documented the systemic discrimination that already existed. Jonathan's phone buzzed with a call. Excuse me.
This will be the board chairman, he answered the speaker. Charles, I assume you've seen the social media coverage. Charles Peton's panicked voice crackled through. Jonathan, please tell me we can resolve this situation. The shareholders are in crisis mode.
That's entirely up to you, Charles. Dr. Williams has prepared a comprehensive reform proposal. Accept the Williams protocol and we proceed with the acquisition. Refuse and we withdraw our offer permanently. But the terms are non-negotiable, Kesha interjected.