GBMT1008: Global Human Resource Mgmt.

Submitted By:

Tejasvi Soni (200575447)

Georgian Ilac College

Diversity and Inclusion

Submitted to:

Professor Isha Verma

February 01, 2024

Ques 1: Assess Charlotte’s reaction to the information brought to her by Anna. Do you think that

this was an ideal response? Is there a more effective way that she could have responded?

Ans 1: When Anna confesses that there may have been harassment or discrimination at work,

Charlotte's first feelings are disbelief and defensiveness. She finds it hard to believe that these

kinds of obstacles could arise, given the company's professed commitment to diversity and the

presence of female leadership. Although Charlotte's response to receiving negative feedback

about her job is not out of the ordinary, it does not reflect the transparency and compassion

needed to have a productive conversation about such delicate subjects.

Charlotte should have shown empathy and support for the affected workers, as well as active

listening, acknowledgment of concerns, and dedication to the investigation. Building an

atmosphere of open communication and trust would have required genuinely listening to Anna's

concerns rather than dismissing them straight away. Recognizing Anna's concerns and thanking

her for bringing them up would have bolstered Anna's decision to speak up and encouraged

further discussion.

Furthermore, Charlotte might have informed Anna that the organization takes discrimination and

harassment seriously and that she would conduct a thorough investigation. This dedication to

inquiry displays a proactive attitude to resolving any problems and maintaining a healthy and

inclusive workplace. Additionally, showing empathy and support for affected workers would

have validated their experiences while also demonstrating a commitment to their well-being and

professional development.
Although understandable at first, Charlotte's answer missed the opportunity to create a more

positive and inviting work environment. Charlotte might have fostered open communication,

effectively addressed complaints, and attempted to resolve any issues of harassment or

discrimination by adopting a more empathetic and supportive stance. To summarize, to foster an

inclusive and respectful culture inside the organization, leaders must approach such situations

with honesty, empathy, and a commitment to addressing any issues that arise.

Ques 2: Would the situation with P be considered discrimination or harassment? What about the

situation with M?

Ans 2: Anna tells Charlotte that she is concerned about the potential harassment and

discrimination that two of her coworkers, P and M, may have experienced. P, the lone female

employee, is prohibited from going to after-work social events by a male colleague's girlfriend

because she feels uneasy about his engaging with female coworkers. P's exclusion from a project

sub-team that was purportedly intended to foster team cohesion is evidence that this exclusion

affects her career and causes her to feel alone. This circumstance suggests a harsh work

environment and gender discrimination.

M, meantime, had a brief intimate involvement with a colleague before receiving many advances

from colleagues. Despite her rejection of these approaches, M is worried that her place of

employment may be perceived as a "singles bar" and would like to prioritize work over romance.

This case highlights the significance of clearly defining boundaries for interpersonal interactions

in the workplace, even when it may not constitute blatant harassment.

To develop a respectful and inviting workplace, it is vital to address harassment, discrimination,

and workplace culture. The two examples show this. Charlotte's initial dismay serves as a

reminder of the difficulties in taking business criticism seriously, as well as the need of

leadership responding to these issues in a sensitive and proactive manner.

Ques 3: If Charlotte wants to talk to either of the two women, how should she approach them?

Ans 3: Charlotte should approach P or M about the situations they discussed with Anna with

kindness, candor, and a sincere desire to learn about their points of view if she wants to talk to

them about them. She should first schedule private meetings with each woman to preserve their

identity and provide a welcoming setting for conversation. In these interactions, Charlotte ought

to express gratitude for their openness and give them the impression that their problems are

treated seriously. She should allow others to freely share their experiences and feelings by

listening intently and never casting judgment. Charlotte needs to support their experiences, show

empathy for their feelings, and reassure them that the business is committed to promoting an

inclusive and respectful work environment. She ought to emphasize that harassment and

discrimination are unacceptable and that the company will investigate the occurrences more

thoroughly. To demonstrate the company's commitment to fostering a positive work environment

for all employees, Charlotte should emphasize empathy, compassion, and proactive steps to

address P and M's concerns in her answer.

Ques 4: Charlotte mentions that she believes the company “has a great track record when it

comes to equity.” What evidence is she considering?

Ans 4: For a multitude of reasons, Charlotte most certainly believes the company has a solid

equity track record. She may start by reviewing the rules and practices of the organization on

hiring, advancement, and employee treatment. These are meant to encourage equity and equal

opportunities for all employees, irrespective of their gender, race, or other traits.

Charlotte could also highlight the presence of female executives or founders within the company

as evidence of its commitment to diversity and inclusion. Charlotte's perception of the

organization's history of promoting equality may also be influenced by the existence of

initiatives or programs related to diversity and inclusion inside the firm.

Charlotte may also consider any previous accolades or recognition that the company has received

for its efforts to advance diversity and inclusion, such as awards for programs promoting

workplace inclusion or diversity.

All things considered, Charlotte's confidence in the company's excellent equity record is

probably the result of a confluence of elements, such as corporate policies, diversity initiatives,

leadership representation, and outside recognition, all of which support the development of an

inclusive and equitable culture within the company.

Ques 5: Imagine that you are a consultant advising Charlotte on building an inclusive work

environment. How would you go about creating a diversity and inclusion audit for WEC?

Ans 5: Numerous crucial tasks need to be finished to develop a diversity and inclusion audit for

WEC. Establish the audit's goals at the outset. These might include assessing the current state of

diversity and inclusion, pinpointing areas in need of improvement, and guaranteeing adherence

to legal and policy requirements.

Following that, review the organization's present diversity and inclusion policies, processes, and

practices. This includes examining how these policies are conveyed and implemented at all

levels of the company. Collect quantitative and qualitative employee satisfaction surveys, as well

as statistics on recruiting and retention rates, career growth opportunities, and demographics.

Employees' thoughts and experiences with diversity and inclusion issues should be acquired

through focus groups and interviews.

Analyze the leadership's dedication to diversity initiatives and the effectiveness of training

programs on inclusion and diversity. Examine hiring and advancement practices to make sure all

candidates receive equitable treatment. Examine the company's diversity and inclusion policies

against industry standards to identify areas that might use improvement. Compile findings into

an extensive report that offers doable suggestions for enhancing diversity and inclusion

programs.

Assist organizational leadership in creating a strategic action plan that takes the audit findings

into consideration. Establish precise timetables, goals, and objectives for carrying out diversity

and inclusion programs, tracking advancement, and evaluating results over time. With the help of

these guidelines, WEC may carry out an exhaustive audit of diversity and inclusion to evaluate

its present condition, pinpoint areas in need of development, and create focused plans for

encouraging a more welcoming workplace.