In order to create a respectful and inclusive culture, organizations need to provide regular diversity, equity, and inclusion training. But once you have had that basic training, how can you mix it up and make it relevant year after year?

At Concordia Consulting, we have found a way. We have taken real examples of situations we have been asked to remedy and have changed them just enough to protect those involved. Then we use the situations in case study format to bring our training to life.

Want to try one? 

The day after the 2018 mass shooting at the Tree of Life synagogue in Pittsburgh, Caleb came to the office distraught and shaken. The circumstances regarding the shooting were horrific and Caleb was especially impacted since it was his first personal experience with a direct, violent attack against individuals who shared his faith. He also had personal connections to people in that synagogue, having grown up nearby.  

At lunch Caleb and his boss were talking about the shooting when his boss said, “This is why Jews aren’t the chosen people anymore.” Caleb did not respond, but later mentioned the comment to a colleague.

Questions:

• If you were the colleague that Caleb mentioned this to, what would you do?

• If you were Caleb, is there follow-up you might want to consider?

How do power dynamics in the organization show up in this situation?

• If you are the HR director in this organization and you are told about the interaction, what should you do?

• If you are the CEO of this organization and you are made confidentially aware of the situation, but asked not to tell, what should you do?

Please let me know how you would deal with this, as well as how effectively you think your organization might handle it. We will be sharing these situations in the months to come, and if you would like facilitated training with us, we will customize them for your organization.