Beruflich Dokumente
Kultur Dokumente
I. Introduction
The diversity of employees and the potential conflict that may arise as a result is
the focus of this scenario. Specifically, sexual orientation as a dimension of
workplace diversity is presented here. This scene provides a background for a
rich and compelling discussion of how to handle difficult issues related to
individual differences. Applying this situation to other dimensions of diversity
(e.g., religion, gender) will further the discussion and highlight to students the
challenges of managing a diverse workforce.
II. Learning Objectives
1. To assess students understanding of workplace diversity and diversity
management.
2. To analyze and evaluate approaches to managing diversity in the workplace.
3. To identify equal employment laws relevant to diversity management.
III. Scenario Description:
Overview: At the conclusion of a previous meeting between Syl Tang and two
employees, Daniel Simmons and Bob Franklin, Daniel asked Tang about the
same-sex partner benefits that he had requested earlier, incidentally informing
Bob Franklin that he was homosexual. Bob expressed both discomfort and
disapproval, and refused to continue to work with Daniel as a result of this
revelation. Tang suggested meeting with each of them separately to discuss their
concerns and then to regroup and discuss a solution. The individual meetings
have taken place and now they are meeting together.
Profile:
Syl Tang is the Senior Supervisor of Research and Production at
EarthFirst Pharmaceuticals, a company dedicated to the research and
production of vaccines for various diseases. She manages eight different
teams with specific areas of specialization.
Daniel Simmons is a Vaccines Manager. He is an expert in tropical plants
and botanical remedies. He leads a team of scientists and collaborates
with other research teams at EarthFirst. He is also active in procuring
funding for further research.
Bob Franklin is a Natural Resources Manager and is an expert in certain
types of chemical re-actives. In his role as Natural Resources Manager,
he leads a team of scientists and collaborates with other research teams at
EarthFirst. He is also active in procuring funding for further research.
References: The references included in the DVD are:
Dimensions of Workplace Diversity (PPT 10-3)
1
Back History: Syl has been the supervisor for seven years and is highly respected
and regarded. Her teams often cross-collaborate on special projects each team
has a specialized field of expertise. The teams are quite large, totaling over 100
people. With such a large department, Syl has less one on one contact with the
employees than she would like.
Simmons and Franklin have not worked together often, just on one or two shortterm projects. They are currently collaborating on a high-pressure project,
heading down the homestretch. Nothing out of the ordinary has happened at the
office for a while. Tang is compiling her end of the month reports, without much
stress or pressure. Simmons and Franklin are at the stage of their joint project
where they are separately recording the joint findings as it pertains to their field of
expertise.
Simmons is gay and just started planning a commitment ceremony with his
partner of 4 years. Simmons has never made any declaration in the office about
being homosexual some people know, some dont.
Scene Set-up: Simmons, Franklin, and Tang meet to discuss how they can meet
the projects objectives.
Scene Location: Tangs office
The Meeting - Summary: Syl explains that she and Bob have discussed a
solution that would enable two of Bobs employees to take on a larger
responsibility and still meet the needs of the project. Daniel states that Bob
simply doesnt want to work with him anymore because he is a gay man. He is
concerned that if the word gets out that Bob was uncomfortable working with
Daniel and found another solution, then a precedent will be set that negatively
impact Daniels career. Syl argues that if Daniel didnt get along with another coworker she would not make Daniel work with him/her if there was another
equally viable solution. She says that no ones personal life will be discussed
outside of this meeting and Daniel strongly disagrees. Syl suggests that Daniel
come up with an alternative proposal and discuss it with her on Monday.
Afterthoughts Summary: Syl admits that Daniel has a good point because Bob
probably will tell others that Daniel is gay. She doesnt feel that Daniel is being
discriminated against because as long as the project is completed well, he will
receive the credit regardless of how the other team was staffed. She suggests that
Bob should probably attend sensitivity training but says that theres not much that
can be done about employees personal feelings.
Syl believes she should change the topic. Again, students should discuss the pros
and cons of this action. What are the dangers of not addressing the issue at hand,
what are the advantages?
4. What is the main issue [when Syl states there is not going to be a
discussion of anybodys personal life]?
A. Confidentiality
B. Completing project
C. Upholding morals
Syl believes the main issue is completing the project. Confidentiality as a concern
doesnt make much sense since there was an email invitation to Daniels
engagement party distributed to the entire company.
5. Why does Syl propose this [having Daniel come up with an alternative
solution]?
A. Shirk responsibility
B. Mediation tactic
C. Empower Daniel
Syl is attempting to empower Daniel. Students should discuss the effectiveness of
this approach. Isnt it clear that Daniel wants to continue the working
relationship? What valid reason has been given to change the working
relationship?
Learning Objective #3: To identify equal employment laws relevant to diversity
management.
1. According to Title VII of the Civil Rights Act of 1964, is Daniel being unlawfully
discriminated against (see PPT 10-9)?
No, Title VII does not protect people from discrimination on the basis of sexual
orientation. However, same-sex sexual harassment was found to be illegal by the
Supreme Court in Oncale vs. Sundowner Offshore Service, In. (1998).
2. According to EarthFirsts Harassment policy, is Daniel being discriminated
against?
Yes, the policy clearly states that employees who feel they are being discriminated
against on the basis of their sexual orientation have recourse.
3. What are the long-term implications of allowing Bob to refuse to work with
Daniel?
If Syl allows and condones this action, it could become a slippery slope. Daniel
has a point (and Syl admits this in the Afterthoughts) that this will set a precedent
for other employees to not accept Daniel because he is different from them.
4. What actions should Daniel take next if he is separated from other employees?
Daniel should follow the procedures clearly defined in the companys harassment
policy.