Question

Think about the last time that you (1) were treated unfairly because you differed from a decision maker on a particular dimension of diversity or (2) observed someone else being treated unfairly because that person differed from a decision maker on a particular dimension of diversity. Then answer these questions:

1. Why do you think the decision maker acted unfairly in this situation?

2. In what ways, if any, were biases, stereotypes, or overt discrimination involved in this situation?

3. Was the decision maker aware that he or she was acting unfairly?

4. What could you or the person who was treated unfairly have done to improve matters and rectify the injustice on the spot?

5. Was any sexual harassment involved in this situation? If so, what kind was it? 6. If you had authority over the decision maker (e.g., if you were his or her manager or supervisor), what steps would you take to ensure that the decision maker no longer treated diverse individuals unfairly?

Answer 1

1. Why do you think the decision maker acted unfairly in this situation?

Personally, I have not experience unfairly treatments, but I know some people who have experienced it. Last year on my summer vacations, I worked in a company where some bosses treated the cleaning staff unfairly. The dirty dishes and glasses on purpose to make the woman clean them.

2. In what ways, if any, were biases, stereotypes, or overt discrimination involved in this situation?

People in the highest levels of the company treat unfairly this woman for her age. She was above 50 years old, so there was a difficult action that she was not able to do. Also, they discriminated her because of her socioeconomic condition and for her education because she did not even finish the school.

3. Was the decision maker aware that he or she was acting unfairly?

The decision maker was not aware of the situation because she was being fair or making the right decision in her point of view. People who lead groups usually cannot be aware of the situation that all their associates are going through, so making an unfair decision for someone is a lack of communication.

4. What could you or the person who was treated unfairly have done to improve matters and rectify the injustice on the spot?

Receiving unfair treatment can be arranged in different ways, such as notifying to human resources so that they take into account what is happening and find a solution to talk directly with the person who has the problem and let him/them know that such situations are unjust.

5. Was any sexual harassment involved in this situation? If so, what kind was it?

Yes, there was. A girl who was working as a cashier in a very small store. She was involved in sexual harassment. The owner of the store was blackmailing her for her job. She had to have sexual relations with him. If not, she will lose her job. It was a quid pro quo sexual Harassment.

6. If you had authority over the decision maker (that is if you were his or her manager or supervisor), what steps would you take to ensure that the decision maker stops treating people unfairly?

• Create an open doors policy so employees can report mistreatment
• Have a dedicated phone line or suggestion box for anonymous complaints
• Encourage cooperation and quality
• Create a good practice manual and distributed to everyone in the company
• Create a zero tolerance policy with a penalty and suspension system to enforce respect and tolerance
• Allow promotions to people of different sexual orientations, religious belief, and nationality in order to make explicit the company will provide growing opportunities
• Celebrate good performance of employees of all kind
• Lead by example by showing respect and giving fair treatments

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