Scenario #10: Diversity: Mediating Morality
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)
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Managerial Roles and Diversity (PPT 10-4)
Promoting Effective Management of Diversity (PPT 10-6)
Major Equal Employment Laws (PPT 10-9)
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 don’t.
Scene Set-up: Simmons, Franklin, and Tang meet to discuss how they can meet
the project’s objectives.
Scene Location: Tang’s office
The Meeting - Summary: Syl explains that she and Bob have discussed a
solution that would enable two of Bob’s employees to take on a larger
responsibility and still meet the needs of the project. Daniel states that Bob
simply doesn’t 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 Daniel’s career. Syl argues that if Daniel didn’t 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 one’s 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 doesn’t 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 there’s not much that
can be done about employee’s personal feelings.
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Dossier: The specific artifacts included in the DVD are:
1. Benefits Policy Excerpt
2. Daniel Simmon’s Engagement Invitation
3. Harassment Policy
IV. Discussion Questions:
The References and related Discussion Questions may be found in PowerPoint slides 101 to 10-9.
Learning Objective #1: To assess students’ understanding of workplace diversity and
diversity management.
1. The Dimensions of Workplace Diversity are provided in PPT 10-3. List all of the
dimensions of diversity you observed in this scenario.
Students will point out evidence of the diversity, beyond sexual orientation
present among the three employees. Race, ethnicity, age, gender, behavioral
style, occupation
2. Which of the managerial roles shown on PPT 10-4 did Syl demonstrate?
Syl took on the role of the disturbance handler and liaison.
3. How effective was Syl in performing the roles you cited in #2?
Syl’s approach was very task-focused and she was interested in finding ways to
separate the two co-workers rather than figuring out a way for them to work
together.
Learning Objective #2: To analyze and evaluate approaches to managing diversity in the
workplace.
1. Provide examples from the scenario in which Syl either effectively or
ineffectively promoted diversity. Use the information in PPT 10-6 to support
your answer.
Syl did not effectively increase the accuracy of perceptions or encourage
flexibility. She seemed very willing to let Bob change the staffing of the project
simply because he was uncomfortable around a gay man. Thus, he has predicted
that a negative interaction will take place simply because Daniel is gay, when they
have been working together fine in the past. Syl should attempt to challenge Bob
on this belief. She also did not empower Daniel to challenge discriminatory
behavior. When Daniel did, she shut him down and explained that this was an
appropriate solution. She provided an analogy of two co-workers who don’t get
along – a similar solution would work for them.
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1. What is Syl’s objective [when suggesting to delegate certain portions
of Bob’s work to Ralph and Jennifer]?
A. Avoid conflict
B. Complete project
C. Mend team
Syl states that her goal is to complete the project. It seems she is also interested in
avoiding conflict by separating the two co-workers. There is no indication that
she wants to mend the team.
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2. Daniel’s perception [that Syl is letting Bob’s personal opinion affect a
working relationship] is:
A. Clouded
B. Accurate
C. Biased
Syl believes that Daniel’s perception is clouded. Students should debate this
issue. It seems that it is accurate given the fact that the working relationship is
ceasing and Syl is trying to find alternative staffing models to complete the
project.
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3.How should Syl respond [to personal attacks in the meeting]?
A. Mediate
B. Change topic
C. End meeting
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?
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4. What is the main issue [when Syl states there is not going to be a
discussion of anybody’s personal life]?
A. Confidentiality
B. Completing project
C. Upholding morals
Syl believes the main issue is completing the project. Confidentiality as a concern
doesn’t make much sense since there was an email invitation to Daniel’s
engagement party distributed to the entire company.
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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. Isn’t 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 EarthFirst’s 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 company’s harassment
policy.
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