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The recent District Court class certification decision in Dukes v. Wal-Mart, on behalf of 1.6 million female employees alleging gender discrimination in promotions, has generated significant and deserved public attention due to the high-profile of the employer and the size and scope of the approved class.  Apart from the publicity, however, the decision has important implications for the litigation by plaintiffs and defendants of class discrimination claims.  The decision also provides some guidance to employers on the effectiveness of certain compensation and promotion practices and the potential importance of corporate culture.  What are the lessons learned from this watershed case?