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indicate why Blaney and LaCroix acted to effectuate Shepard's supposed gender biases.
And Henderson has offered no evidence to indicate that Shepard and Blaney would
purposely discriminate against their own suspect class. Furthermore, during her
deposition, when Henderson was asked, "When Mr. Canova said Brigitte [LaCroix] hated
you, did Mr. Canova indicate that it was because of your race or your gender?" she
responded, "No." (Dkt. # 49-4, Henderson Dep., Ex. 2 at 147:4-7.) Accordingly, plaintiff
has failed to provide any concrete particulars that could prove gender discrimination on
the part of GE. Therefore, defendants are entitled to summary judgment on plaintiff's
gender discrimination claim.
*15 For the foregoing reasons defendants' motion for summary judgment (Dkt. # 44) is
SO ORDERED at Hartford, Connecticut, this 8th day of December, 2006.
FN1. In her Second Amended Complaint, plaintiff names four defendants: General
Electric Company, GE Industrial Systems, GE Digital
Energy, and GE IMV.
FN2. Plaintiff, in her opposition to defendants' motion for summary judgment, elected to
"drop her claim of race discrimination." (Dkt.# 49.) Accordingly, Count One and Count
Three of Plaintiff's Second Amended Complaint are hereby DISMISSED.
FN3. At the time of the events alleged, GE IMV reported to GE Digital Energy, which
was located in Georgia. GE Digital Energy was a sub-business of GE Industrial Systems,
which was based in Connecticut. Due to a series of reorganizations, the entities formerly
known as GE Industrial Systems and GE Digital Energy no longer exist.
FN4. At GE, a "Performance Improvement Plan" is a formal plan that sets specific
deadlines for an employee to improve her performance before facing termination or other
FN5. Henderson also notes that Mohammed Alwan, one of the other presenters at the
meeting of December 3, 2002, was not able to answer a Six Sigma question that Shepard
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