Gender and Age Bias
What central issue regarding appearance sparked allegations of age and gender bias in Lisa LaFlamme’s dismissal?
Her decision to stop dyeing her hair gray, which became symbolic of sexism and ageism in media.
What organizational event coincided with Lisa LaFlamme’s termination?
A major corporate restructuring at Bell Media, which led to leadership changes and tighter control over newsroom decisions.
How did employees perceive fairness following LaFlamme’s dismissal?
Many felt the process lacked transparency and fairness, damaging morale and trust in leadership.
How did the public learn about Lisa LaFlamme’s firing?
Through social media and major news outlets, which fueled national outrage and global attention.
What was the main problem in the CTV News case?
The abrupt and poorly communicated firing of Lisa LaFlamme created perceptions of bias, ethical misconduct, and organizational mismanagement.
How can implicit bias affect leaders’ decisions in high-profile media organizations?
It can cause leaders to make judgments based on stereotypes rather than merit, influencing decisions about who is “fit” to represent the brand.
Why is transparent communication critical during restructuring?
It prevents confusion, rumors, and resentment among employees while maintaining trust in leadership decisions.
What is psychological safety, and why did it decline after the incident?
Psychological safety is the ability to speak up without fear of retaliation; it declined because staff feared consequences for questioning management.
How did media framing influence public opinion?
News coverage emphasized age and gender bias, leading the public to view the company’s actions as discriminatory
What were the root causes of this problem?
Lack of transparent communication, internal power struggles, absence of bias awareness, and failure to anticipate public reaction.
Why is intersectionality important when analyzing this case?
It helps explain how gender, age, and appearance intersect to shape discriminatory attitudes and unequal treatment.
Which two departments play the most important roles in handling high-stakes corporate transitions?
Human Resources and Public Relations, as they manage both internal communication and public messaging.
How can informal communication channels harm workplace culture?
They can spread misinformation and deepen divisions when official communication is limited or inconsistent.
Why was stakeholder awareness underestimated by Bell Media?
The company failed to anticipate the influence of viewers, advertisers, and advocacy groups who demanded accountability.
What two possible strategies could CTV have taken instead of firing LaFlamme?
1) Open dialogue and performance review with clear rationale, or (2) restructuring her role collaboratively to align with company goals while maintaining public trust.
What ethical responsibility does CTV have regarding bias prevention?
CTV must ensure hiring, promotion, and termination practices are equitable and transparent, with clear anti-discrimination safeguards.
What leadership issue arose during the transition?
A perceived power struggle between executives, contributing to unclear authority and inconsistent communication.
What does the case reveal about Bell Media’s leadership ethics?
It exposed weaknesses in ethical leadership, as decisions appeared driven by optics and control rather than fairness and inclusion.
What was one major reputational consequence for CTV and Bell Media?
Loss of public trust and damage to their credibility as a fair and inclusive employer.
Which alternative would have been most effective?
Maintaining open communication and working collaboratively with LaFlamme to ensure a respectful transition that preserved the brand’s credibility.
What long-term internal measure could CTV adopt to address implicit bias?
Implement ongoing bias and equity training for executives and managers to promote fair decision-making and representation.
What could Bell Media have done differently to manage control and communication?
Develop a transparent change management plan that outlines the rationale for leadership decisions and includes employee feedback channels.
What cultural change would support long-term improvement?
Creating open dialogue forums and ethics committees where employees can safely share feedback and influence organizational values.
How could Bell Media begin to repair its reputation?
By publicly acknowledging mistakes, promoting internal reform, and demonstrating accountability through transparent leadership changes.
What steps should CTV take now to recover and prevent recurrence?
Launch a company-wide DEI initiative, appoint an ethics ombudsperson, establish transparent HR communication policies, and report progress publicly to rebuild trust.