Lack of Inclusion and Credibility

Lori Bradley, an experienced probation officer, is meeting with Ted Stolze and Ian Bateson, two other probation officers, and their supervisor, Len Duggan, the assistant chief of probation.

They are planning an orientation session for new probation officers on how to prepare investigative reports for the court. As Lori enters the room, Ted and Ian are throwing paper clips at each other and laughing about a major play in the previous night's NFL championship game.

They continue talking as she enters the room, ignoring her. When Len enters, the two men include him in their talk about the game. After a few minutes, Len says, "OK, let's get down to business and start planning the orientation session. Any ideas?" Lori says, "I looked again at the session prepared by Columbia County, which was described at our last meeting, and I think we should use that. It worked well for them and seems to fit our county."

No one looks at Lori or responds to her, but Ted begins making some suggestions for a different idea, and the others follow up with questions to him. After problems arise with Ted's suggestion, Ian says, "My idea would be to go for the Columbia County plan. That would work best here." Len, the assistant chief, says, "Ian, I'll go with your judgment." Ted says, "Me, too. Great idea, Ian." Lori breaks in, "But that's what I proposed initially, and you just ignored me." Ian says, "Stop being so sensitive, Lori. We're supposed to be a team here."

Questions

1. What advancement barriers is Lori encountering?

2. What should Lori's male coworkers have done when Lori entered the room?

3. How should Len have behaved to provide a role model for Lori's male colleagues? What should Len have said after Ian made the same recommendation that Lori did?

4. What could the organization do to foster the effectiveness of all four managers?