Workplace Diversity and Management: A Case Study Analysis

This case study analysis examines three workplace scenarios related to management and diversity. The first scenario addresses a practice manager facing sexist behavior from the CEO, exploring whether the CEO's actions constitute sexism and suggesting strategies for the manager to address the situation. The second scenario involves an employee making inappropriate jokes and stereotyping colleagues, leading to emotional distress, with the analysis proposing strategies to stop the behavior. The third scenario focuses on racism in the workplace, where non-indigenous employees make racist comments, impacting indigenous employees. The analysis suggests strategies to address the issue, including meetings, education, and ensuring a respectful work environment. The assignment showcases strategies for creating a more inclusive and equitable workplace.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author Note

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Scenario 1
As per my opinion, Daniel is not at all over reacting to the situation she is facing in the
workplace. In this case, the CEO of the organization is demonstrating sexist behaviour towards
her. Labelling or stereotyping employees of their gender, sexual orientation or race is highly
unethical. Considering the fact that Daniel is only female member of the management team, she
should be treated like all the other managers in the organization irrespective of her gender.
Considering the fact that no managers are expected to handle office birthdays as well as organize
coffee during monthly managerial meetings, she should also not be expected to perform the
same. Hence it is highly crucial for Daniel to adapt major strategies in order to curb this
behaviour without demonstrating disrespectful attitude towards the CEO as well as the
colleagues.
The first strategy that Daniel should implement is to politely refuse to the inappropriate request
of her team mates. For instance, it is inappropriate to ask a manager to make coffee for the whole
team during monthly meetings just because she is a female. In order to deal with such situation,
Daniel can give excuse of her personal engagements.
The second strategy that Daniel can implement is to politely ask one of the managers to perform
the same for the sake of change, when being made such inappropriate request like making coffee
for the team members. This act will make them understand her point of view and may also
prevent them from repeating such inappropriate request.
The third strategy that she can include is to perform similar acts with her colleagues. For instance
whenever a colleague refers her as office mum, she can rely politely referring him as ‘office
dad’. During meetings she can ask them to perform her potion o work since she will be busy

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making coffee for them. Such sarcastic action will definitely change the behaviour an approach
her colleagues towards her within a limited period of time.
Scenario 2
When it comes to the second scenario, it includes an employee who is found to make
inappropriate and abusive jokes about his colleagues in the workplace like labelling them as
‘bipolers’, ‘going postal’ or ‘off their meds’. This in turn has resulted in depression of one of the
employees. Hence, it is highly crucial to make him stop without leaking out confidential
information.
The first strategy that can be implemented in order to stop this unethical and improper
behaviour is to hinder hiss stereotyping right on spot. For instance, whenever the employee come
up to one of the employees to share his stereotyping ideas , he or she should hinder the
conversation by saying sentence like ”hey, let’s not talk about it. It is really demeaning and
abusive, you know.’ This ac, if repeated by a good number of employees for several time, it will
make the employee realise that no one is encouraging his labelling game. According to
psychologists people label other individuals as a source of entertainment and self satisfaction. If
such activities are discouraged by other employees, the mentioned employee will have no one to
share his stereotyping ideas and as result will stop performing such inappropriate act.
The next strategy that can be implemented by the mentioned organization includes mass
avoidance by al his colleagues. It is highly crucial for the mentioned employee to understand that
stereotyping other employees working for the organization has the potential to ruin the
productivity of the organization or even lead to employee attrition. On the other hand, it spoils
the work culture of the organization. Hence if all the employees of the organization avoid

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communicating with him, it is expected that he will analyse his own behaviour and eventually
understand his own fault.
The third and most severe strategy to deal with the scenario is to lodge a complaint to the
higher authority against the inappropriate stereotyping of the employees. The management
should d conduct a one to one meeting with the employee where he will be made aware of he
policies of the organizations against inappropriate activates .
Scenario 3
The third scenario includes racism in workplace. A group of non indigenous employees
are found to get involved in racist conversation that incorporates demeaning opinions about the
indigenous people right in front of indigenous employees. As a result of this, indigenous
employees are found to be getting upset. Racism in workplace has the potential to impose severe
negative impact on the work environment, productivity as well as performance of the
organization. For instance, racist comments like ‘should stop living in the past’ have the potential
to initiate a conflict within the organization. This may cause attrition of skilled employees which
in turn will hamper the productivity of the organization. On the other hand racist comments
while dealing with clients may also result in client attrition and thus reduce the consumer base of
the organization. This in turn will impose adverse impact on the yearly profit as well as
reputation of the dental clinic.
It is highly crucial to the non indigenous employees who are engaged in such racist
conversation aware of the impact of their comments on indigenous employees and the
consequences of the same. In such situation I would have conduct a closed door meeting with the
employees and made them aware of the whole scenario. I will also educate them about the

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adverse consequences they may have to face for performing racist activity iin thee workplace. I
will also explain them how their racist comments are affecting the Indigenous employees of the
organization. It is expected that these conversation will make them realize their fault and they
will sustain from repeating such acts in near future.
I will also conduct a meeting with the Aboriginal and Torres islander individual and will
make him aware of the face that the organization has taken stern step against such racist
comments. Not only this , I will also be a good listener and listen to his point of views. Finally I
will ensure that such activity will not repeat itself in future.