GROUP EXERCISE: Managing Diversity-Related Interactions
Objectives: 1. To improve your ability to manage diversity-related interactions more effectively.
2. To explore different approaches for handling diversity interactions.
Introduction: The interpersonal component of managing diversity can be awkward and uncomfortable. This is partly due to the fact that resolving diversity interactions requires us to deal with situations we may never have encountered before. The purpose of this exercise is to help you manage diversity related interactions more effectively. To do so, you will be asked to read three scenarios and then decide how you will handle each situation.
Instructions: Presented here are three scenarios depicting diversity related interactions. Please read the first scenario, and then answer the three questions that follow it. Follow the same procedure for the next two scenarios. Next, divide into groups of three. One at a time, each person should present his or her responses to the three questions for the first scenario. The groups should then discuss the various approaches that were proposed to resolve the diversity interaction and try to arrive at a consensus recommendation. Follow the same procedure for the next two scenarios.
SCENARIO 1 Dave, who is one of your direct reports, comes to you and says that he and Scott are having a special commitment ceremony to celebrate the beginning of their lives together. He has invited you to the ceremony. Normally the department has a party and cake for special occasions. Mary, who is one of Dave's peers, has just walked into your office and asks you whether you intend to have a party for Dave.
A. How would you respond?
B. What is the potential impact of your response?
C. If you choose not to respond, what is the potential impact of your behavior?
SCENARIO 2: You have an open position for a supervisor, and your top two candidates are an African-American female and a white female. Both candidates are equally qualified. The position is responsible for five white team leaders. You hire the white female because the work group likes her. The team leaders said that they felt more comfortable with the white female. The vice president of human resources has just called you on the phone and asks you to explain why you hired the white female.
A. How would you respond?
B. What is the potential impact of not hiring the African American?
C. What is the potential impact of hiring the African American?
SCENARIO 3: While attending an off-site business meeting, you are waiting in line with a group of team leaders to get your lunch at a buffet. Without any forewarning, one of your peers in the line loudly says, "Thank goodness Terry is at the end of the line. With his size and appetite there wouldn't be any food left for the rest of us." You believe Terry may have heard this comment, and you feel the comment was more of a "weight-related" slur than a joke.
A. How would you respond?
B. What is the potential impact of your response?
C. If you choose not to respond, what is the potential impact of your behavior?
Questions for Discussion
1. What was the recommended response for each scenario?
2. Which scenario generated the most emotion and disagreement? Explain why this occurred.
3. What is the potential impact of a manager's lack of response to Scenarios 1 and 3? Explain.