In “CASE STUDY 56: WEEKEND RACIST, Angie, a supervisor of a mail room and postal clerk at agency, receives an alarming e-mail with a subject stating: “ALERT: Carl is a Racist!” (Brett, Aguirre, & Kickham K, 2011, p. 118). The e-mail is from an African American accounting clerk at the agency, Lisa, stating that an employee in the mail room named Carl is a racist. The e-mail also contains a link, which she opens, that leads to several photos of Carl wearing offensive regalia and participating in activities that can be considered offensive behavior. Angie calls Carl into her office and questions him about his behavior, and he tells her to remain out of his business. When Angie states that it must be a turpitude clause against the behavior, that could get him fired; Carl aggressively defends his work ethic and advises her to drop the issue, leaving her in her office. This encourages Angie to immediately address the agency administrator, when Lisa comments “I want that bigot fired,”
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First, I would have contacted the agency administrator to determine the best way to resolve the issue; and if there were any clauses or polices associated with the issue. Then I would suggest that we meet with Lisa, to determine the authenticity of the e-mail, how the information was discovered, and why she felt the need to report it. I would then suggest that she keep the issue confidential, and not discuss it with any other employees. Afterwards, suggest that Carl is only advised if warranted, with a plan of how to address the issue, to avoid conflict and feelings of intrusion of personal rights. I would not notify the other staff, unless advised by the agency administrator. “As organizations make efforts to manage their increasingly diverse workforces, they must encourage both respect for individual differences and also a singular organizational identity” (Smith, Morgan, King, Hebl, & Peddie, 2012, p.
First, I would have contacted the agency administrator to determine the best way to resolve the issue; and if there were any clauses or polices associated with the issue. Then I would suggest that we meet with Lisa, to determine the authenticity of the e-mail, how the information was discovered, and why she felt the need to report it. I would then suggest that she keep the issue confidential, and not discuss it with any other employees. Afterwards, suggest that Carl is only advised if warranted, with a plan of how to address the issue, to avoid conflict and feelings of intrusion of personal rights. I would not notify the other staff, unless advised by the agency administrator. “As organizations make efforts to manage their increasingly diverse workforces, they must encourage both respect for individual differences and also a singular organizational identity” (Smith, Morgan, King, Hebl, & Peddie, 2012, p.