Peer
A high performing member of your team has a significant mother tongue influence on his pronunciation and is ridiculed by peers
a. The next time it happens, you start a general conversation about prevalent class biases and how it has no relation to a person’s performance, capacity or behaviour.
b. The next time it happens, you actively change the topic of the conversation.
c. You ridicule the accents of the colleagues who are discriminating against the targeted colleague to make them aware of how it could feel.
a. The next time it happens, you start a general conversation about prevalent class biases and how it has no relation to a person’s performance, capacity or behaviour.
A line manager makes an unfavourable comment on the appearance of a female colleague.
a. You speak directly to the line manager, make them aware of their bias and tell him / her to reflect on their comment.
b. You agree with your line manager but mention that these comments are best made privately, so as to not hurt the sentiments of other colleagues.
c. You make your female colleagues aware of the comment made against her and both of you confront the line manager together and open up a dialogue.
Both the following options:
a. You speak directly to the line manager, make them aware of their bias and tell him / her to reflect on their comment.
c. You make your female colleagues aware of the comment made against her and both of you confront the line manager together and open up a dialogue.
You are in a meeting with three other Business Unit Heads who are all from the same region. During the meeting, they keep joking in their regional language which you don’t understand.
a. You walk out of the meeting.
b. You make light of the matter by responding to their questions in your regional language which they don’t understand.
c. You politely ask them to switch to a common language.
c. You politely ask them to switch to a common language.
An openly gay colleague in your team receives an anonymous note which says, ‘Abnormal’.
a. You openly condone the act and discuss it at a team meeting in front of the targeted colleague.
b. You sympathize with the targeted colleague but ask him to ignore the narrow-mindedness of others.
c. You privately speak to the targeted colleague and offer your support and solidarity if he chooses to escalate the matter.
c. You privately speak to the targeted colleague and offer your support and solidarity if he chooses to escalate the matter.
A colleague from a rural background is referred to by a demeaning nickname by a group of colleagues behind his back
a. You speak to the group of colleagues and make them aware that their behaviour is hurtful.
b. You participate because you realize it is said in jest and is not intended to hurt.
c. You make the targeted colleague aware of this and escalate the matter to your line manager.
a. You speak to the group of colleagues and make them aware that their behaviour is hurtful.
You observe a peer BU Head favour male team members for promotions.
a. You agree with the BU Head as the female team members have recently performed poorly in performance ratings.
b. You review the promotions and project allocation processes to ensure it is neutral and based on merit.
c. You confront the BU Head and ensure all future promotions are given to female team members.
b. You review the promotions and project allocation processes to ensure it is neutral and based on merit.
The newest member of a work team is also the youngest and is a quiet, shy person. During lunch he mentions that he is planning to take up knitting as a hobby. Another employee overhears this and loudly jokes about it at the lunch table.
a. You respond to the joke by saying that all hobbies are gender neutral and praise the new colleague for breaking stereotypes.
b. You join in on the joke, but later apologize to the team member and insist that no harm was meant.
c. You open a dialogue at the lunch table about gender roles and the importance of breaking stereotypes.
Both the following options
a. You respond to the joke by saying that all hobbies are gender neutral and praise the new colleague for breaking stereotypes.
c. You open a dialogue at the lunch table about gender roles and the importance of breaking stereotypes.
You observe a line manager make a derogatory remark to a shop floor colleague
a. You confront the manager in front of the shop floor colleague and ask him to apologize.
b. You take the manager aside and ask him to privately reflect on his behaviour.
c. You report the incident to HR.
b. You take the manager aside and ask him to privately reflect on his behaviour.
A female Business Unit Head is pregnant and is working flexible hours. You observe other BU Heads go ahead with team decisions without involving her on the basis of her ‘compromised’ condition.
a. You think it is better to allow your pregnant colleague time to rest and regularly keep her updates on all team decisions.
b. You feel it is alright not to involve your pregnant colleague for urgent decisions but ensure that her voice is heard for other decisions.
c. You intervene before decisions are taken and insist on rescheduling team meetings to suit the timings of your pregnant colleague.
c. You intervene before decisions are taken and insist on rescheduling team meetings to suit the timings of your pregnant colleague.
You are in a team with two high performing members. One of them has a visible disability. The other, who doesn’t, is repeatedly given projects for higher roles in preparation for promotion.
a. You speak to your line manager privately and ask him / her to share the performance criteria that is being used to decide on promotions.
b. You recommend your high performing team member with a visible disability for promotion and ask your line manager to allocate projects accordingly.
c. You bring this discrimination to the notice of the HR department and request for promotion processes to be more transparent.
c. You bring this discrimination to the notice of the HR department and request for promotion processes to be more transparent.
You are on the interview panel for a new vacancy that involves frequent travel. While shortlisting, your colleague rejects a female candidate who is a single mother
a. You think it is unfair but don’t speak up as everyone else on the panel is in agreement.
b. You intervene by asking the panel to review all the shortlisted candidates by stripping away identifiable characteristics from the resumes (blind screening).
c. You insist on reconsidering the female candidate for the job because she is a single parent.
b. You intervene by asking the panel to review all the shortlisted candidates by stripping away identifiable characteristics from the resumes (blind screening).
An older and more experienced Business Unit Head repeatedly disregards the opinions of a younger Business Unit Head and questions his /her competency and capability
a. You make it a point to treat the young BU Head with equal respect during team meetings and allow him /her to bring his/her ideas to the table.
b. You do feel that the younger BU Head has a lot to learn but humour his / her opinions instead of openly dismissing them.
c. You confront the older BU Head privately and ask them to reflect on their age bias.
c. You confront the older BU Head privately and ask them to reflect on their age bias.