Too little, too late. At least he's admitting it.
This is painful to watch. Good.
Make him suffer. Continue, David instructs quietly.
Wellington's hands shake visibly. "I apologize to every customer who witnessed my behavior and to everyone watching online.
My actions were wrong, illegal, and inexcusable. I accept full responsibility and will work to become a better person."
Sarah Mitchell begins typing rapidly on her computer, documenting everything for corporate records. The remaining customers watch in fascination as a man's career transforms before their eyes.
David opens his tablet again, navigating to what appears to be an employee disciplinary form. Sarah, please prepare Marcus' new employment contract reflecting his demotion to assistant manager and salary reduction.
HR will need documentation within the hour. Yes, Mr. Williams, Sarah responds immediately, her professional demeanor now fully aligned with David's authority.
David swipes to another screen showing the bank's policy manual. Effective immediately, this branch will implement new customer service protocols.
Sarah, I want you to take detailed notes for corporate distribution. The live stream audience watches as David begins reshaping the bank's operations in real time.
Comments shift from mockery to genuine interest. He's actually making changes.
This is how you fix systemic problems. Smart CEO moves.
First, the dignity first protocol, David announces, consulting his tablet. Every customer receives identical service regardless of appearance, clothing, or perceived economic status.
Staff members must greet customers within 30 seconds and maintain professional courtesy throughout all interactions. Wellington stands motionless, still processing his dramatic fall from manager to assistant manager.
The wallet in his pocket, David's wallet, remains a burning reminder of his compounding mistakes. Second, we're implementing the respect monitor system.
David continues, "All customer interactions will be recorded and analyzed monthly by an independent third party civil rights organization. Any patterns of bias or discrimination will trigger immediate investigation and corrective action."
Sarah types furiously, capturing every detail. Should I schedule the technology installation, Mr. Williams?
Yes, and make it priority one. I want cameras operational within 48 hours.
David swipes to another screen. Third, mandatory quarterly training for all staff.
Unconscious bias recognition, cultural sensitivity, and professional customer service standards. The elderly Chanel customer who had started to leave pauses near the door to listen.
Her earlier enthusiasm for Wellington's discrimination has transformed into uncomfortable silence. These workshops will include guest speakers from affected communities.
David continues, "Staff performance reviews will now include specific metrics for equitable customer treatment. Raises and promotions will depend partially on these scores."
David walks slowly toward the scattered ashes of his burned check, his expensive shoes crunching slightly on the fragments. Fourth, we're establishing anonymous customer feedback systems, physical kiosks in every branch, plus a dedicated hotline with direct access to my office.
Wellington watches helplessly as his former authority crumbles into systematic accountability. The live stream viewer count approaches 7,000 as news outlets begin picking up the story.
Fifth, David's voice carries increasing conviction. Monthly community advisory meetings.