USA 
United Kingdom
After agreeing to settle, Wells Fargo now has to pay $85million to end a class-action lawsuit that accused the bank of conducting job interviews with diverse candidates for positions that had already been filled.
The case, which dates back to 2021, alleged that the company staged interviews to create the appearance of diversity in its recruitment practices.
The settlement, reported by The Charlotte Observer, ends a long-running legal dispute that questioned the integrity of the bank’s hiring procedures. The bank has still not admitted wrongdoing, saying it agreed to settle to avoid the costs and disruption of further litigation.
Allegations of 'fake' interviews
The claims originated from a lawsuit filed by SEB Investment Management on behalf of Wells Fargo shareholders. Plaintiffs alleged that senior leaders instructed recruiters to interview women and minority candidates even when a hiring decision had already been made.
Former executive Joe Bruno first brought public attention to the issue, telling The New York Times that he viewed the practice as “inappropriate, morally wrong, ethically wrong.” Bruno, who was dismissed from the company in August 2021, said his firing followed his decision to raise concerns about the interviews. Wells Fargo said his termination stemmed from combative behavior with another employee.
Several employees later supported Bruno’s account, describing similar experiences between February 2021 and June 2022. Those statements were included in the class-action complaint, which argued that the practices misled shareholders and violated the company’s diversity commitments.
Delivering Consistent HR Services for Deskless Workers
Can HR truly reach every employee — whether office-based, hybrid or deskless?
Deskless workers represent ~80% of the global workforce, yet most HR systems were designed for desk-based employees.
This ebook explores how to build a multichannel HR service delivery strategy — combining portals, mobile apps, email and conversational interfaces — to deliver consistent HR services, improve accessibility, and create a seamless employee experience across the entire workforce.
Based on research conducted by Neocase with clients and stakeholders in the industrial sector, it highlights practical insights on:
Why deskless environments reveal structural gaps in HR service delivery
Why multichannel HR requires governance, not just more channels
How mobile-first access can transform frontline HR interactions
What you will learn from this eBook:
How to reach employees without desk access
How to structure HR service delivery across sites
How to reduce HR workload from employee requests
Real examples from large organizations
Court proceedings and settlement terms
A California federal judge rejected Wells Fargo’s attempt to dismiss the case in 2023, allowing it to proceed to discovery. On October 15, the company and shareholders reached an agreement to settle.
Wells Fargo confirmed that shareholders who owned stock between February 24, 2021, and June 9, 2022, are eligible to receive payments from the settlement fund once legal fees, taxes, and administrative expenses are deducted.
In a statement, the company said: “We believe the claims were without merit. Wells Fargo does not tolerate discrimination in any part of our business.” The bank added, “We are pleased to have reached a settlement.”
The company maintains that it continues to improve its recruiting and diversity policies while emphasizing compliance with equal employment laws.
Broader HR implications
The case adds to a growing body of corporate scrutiny surrounding hiring transparency and diversity programs. The settlement serves as a reminder of the reputational and financial risks tied to inconsistent hiring practices and the importance of aligning stated DEI goals with measurable action.
