Breakout Activity Four: Case Studies

Instructions

Your Leader will be the person born latest in the year.

The Leader will guide you through the questions, ensuring all voices are heard.

Discuss the Case Studies below and consider  the related Discussion Prompts.

Next, consider the suggested Possible Allyship Responses.

Case Study 1: Misgendered Candidate in an Interview

During a job interview, a hiring manager repeatedly refers to a candidate, Alex, using the wrong pronouns, even after Alex has gently corrected them. You notice this and also that Alex is becoming increasingly withdrawn.

Discussion Prompts:

- As a colleague, what should you do in the moment?

- How can you affirm Alex’s identity without escalating conflict?

-What longer-term steps could you take to promote inclusive practice?

Possible Allyship Responses:

Immediate Response: Gently correct the pronouns in the moment, modelling respect. For example: 'As Alex mentioned, they…'

Private Follow-Up: Speak to the hiring manager after the interview to explain the impact of misgendering and stress the importance of respectful communication.

Systemic Action: Ensure interview training includes inclusive language and pronoun awareness for all interviewers.

Case Study 2: Cultural Food Needs at a Team Event

At a company lunch, Fatima, an employee, finds that the catering provided does not meet her religious dietary needs. When she asks if there are alternatives, a colleague dismisses her concern, saying, 'It’s just food—you’ll be fine.’

Discussion Prompts:

- What could an ally do to support Fatima in this situation?

- How can you balance cultural sensitivity with organisational processes (menus, dietary policies, etc.)?

-What changes could be made systemically to prevent this from happening again?

Possible Allyship Responses:

Immediate Response: Acknowledge Fatima’s concern, validate it, and check if suitable options are available or can be quickly arranged.

Private Follow-Up: Speak to the dismissive colleague about the importance of respecting cultural and religious needs.

Systemic Action: Introduce inclusive catering policies for events, ensuring dietary requirements are considered during planning.

Case Study 3: Racist Comment in the Break Room

During a coffee break, a senior manager makes a disparaging remark about a client’s accent, implying it makes them less credible. Some colleagues laugh, while others remain silent. A new team member feels uncomfortable but isn’t sure how to respond.

Discussion Prompts:

- What should an ally do in this situation?

- How can someone challenge bias while maintaining professionalism?

- What’s the impact if no one speaks up?

Possible Allyship Responses:

Immediate Response: Calmly interrupt with a comment such as, 'Accents don’t affect credibility – let’s focus on their expertise.'

Private Follow-Up: Speak to the manager about how such remarks reinforce bias and harm inclusion.

Systemic Action: Promote workplace training on unconscious bias, specifically addressing language and accent discrimination.

Case Study 4: Interpreter Request in a Performance Appraisal

As an employee who speaks little English, you request an interpreter for your appraisal. Your manager replies, 'It will take too long to arrange, let’s just get on with it,' and continues in English.

Discussion Prompts:

- What could you do in the moment?

- How can you advocate for language access without undermining your manager?

- What systemic changes could prevent this from happening again?

Possible Allyship Responses:

Immediate Response: Pause the meeting, acknowledge the request, and offer to reschedule when an interpreter can be present.

Private Follow-Up: Discuss with the manager the importance of ensuring employees can fully participate in conversations about their performance.

Systemic Action: Create a clear process for booking interpreters and ensure managers are aware of how to access it.

Case Study 5: Neurodivergent Colleague in a Meeting

Jamie, a neurodivergent team member, struggles with noisy, fast-paced meetings and prefers having written notes. During a team meeting, a senior colleague rolls their eyes and says, 'We don’t have time to make special allowances for everyone.' Jamie goes quiet and stops asking clarifying questions.

Discussion Prompts:

- How can an ally support Jamie in the moment?

- What steps can be taken to promote inclusive communication in a fast-paced environment?

- How can you address the dismissive attitude of the senior colleague?

Possible Allyship Responses:

Immediate Response: Offer to share written notes and summarise key points in the meeting to support Jamie.

Private Follow-Up: Speak with the senior colleague about why neurodiversity inclusion matters and why adjustments are reasonable.

Systemic Action: Introduce inclusive meeting practices, such as written agendas, note-taking, and providing summaries after meetings.

Case Study 6: Homophobic Joke in a Team Meeting

During a project meeting, a consultant makes a joke about a gay celebrity, implying that gay men are 'dramatic' and 'unmanly.' Some colleagues laugh, others stay silent, while one junior staff member looks visibly uncomfortable.

Discussion Prompts:

- What could an ally do in this scenario?

- How can you challenge inappropriate humour in a high-pressure setting?

- What difference does it make if senior staff model allyship?

Possible Allyship Responses:

Immediate Response: Address it in the moment, e.g., 'That kind of joke isn’t appropriate here – let’s stay respectful.'

Private Follow-Up: Speak to the consultant afterwards to explain how such jokes reinforce stereotypes and create an unsafe environment.

Systemic Action: Promote a zero-tolerance policy on discriminatory humour and encourage leaders to model inclusive behaviour.