Inclusion work important behavior manager

Sample Solution

    Executive Summary. This case study examines the experience of Lisa, a woman working in an executive role at a company that is struggling to be inclusive. Lisa has faced many challenges as she attempts to move her career forward while also opening up about her sexuality. The ultimate goal of this study is to evaluate whether or not it was wise for Lisa to publicly acknowledge her sexuality and explore potential solutions for making workplaces more inclusive and accepting of diverse identities.

Provide background information and the most relevant facts. Lisa is an experienced executive working at a global technology firm whose culture had been described as “conservative” due to its conservative religious values and corporate hierarchy structure. She had worked there for two years, having previously managed several successful projects before being promoted into her current role at the company's headquarters in San Francisco. Throughout this time, she kept her sexual orientation private from everyone but close family and friends out of fear that it would negatively impact her career advancement opportunities within the organization. However, when the company announced a new diversity and inclusion initiative encouraging staff members to be authentic with their identity, Lisa decided that now was finally the time to come out publicly about being bisexual during an all-staff meeting in front of coworkers and senior leadership team members alike - though this decision put additional pressure on herself due to feeling like she needed to prove why she deserved recognition despite openly identifying as LGBTQ+. Case Evaluation: By deciding to open up about her sexual identity publicly, Lisa did make progress towards having greater acceptance within the workplace environment however there were also numerous barriers presented along the way such as difficulty getting comfortable enough with colleagues in order for themto accept her identity without judgement; lack of support from upper management who viewed LGBT individuals through a heteronormative lens; or difficulties putting herself first when prioritizing tasks which caused delays in completing work assignments until they could no longer be ignored by office executives who then made negative assumptions assuming insubordination rather than taking into account potentially sensitive personal matters outside work obligations.. These experiences demonstrate how hard it can be trying break down traditional stereotypes around gender roles especially when surrounded by people lacking education/knowledge on different LGBTQ+ lifestyles or those unwilling/unable see past past biases & prejudices constructed throughout society since childhood.. Moreover, even after succeeding professionally (in terms of moving up ranks) whilst still maintaining one's true LGBT self – there can remain lingering feelings unresolved feelings stemming back from discrimination & prejudice encountered prior thus leading some individuals believe that 'coming out' was necessary only after acknowledging themselves first & showing others what they are capable off so others cannot deny rightful accomplishments later on down line instead attributing any success only because someone didn't hide their identify earlier on—this can further act as added motivation gaining respect amongst peers too if done correctly . All these considerations must be taken into account when evaluating situation like Lisas cause chances are other similar persons might have gone through same scenarios yet unable speak out due oppressive work cultures preventing disclosure if ever felt need do so therefore understanding value courageous efforts made by those willing risk much trying make room themselves breaking glass ceilings will benefit entire community both inside outside organizations hopefully bringing forth real transformation over time.. What should Lisa do and why? It is important for Lisa going forward that she focuses on creating relationships with colleagues based on mutual trust where she feels respected regardless of differences in opinion – something which would require consistent effort over long period building rapport demonstrating reliability committment quality output etcetera reinforced regularly overtime incrementally establishing strong network allies ensuring any further issues arising are addressed swiftly fairly efficiently henceforth - beyond just pushing paper finishing deadlines quicker.. Also depending upon specific industrial sector could consider joining relevant communities discussing topics related job industry eg attending seminars conferences webinars panel discussions expanding contacts list networking meeting potential mentors aiding growth better understanding communication techniques improve interpersonal skills maximising available resources representing best version self order excel respective field giving voice authority rightful deserve helping others similarly empowered realise own ambitions too eventually overcoming stigma attached certain labels whether identified externally yourself... Last but not least continuing advocating need increase awareness drive positive change ensure next generations don't struggle climb ladder success feels achievable whatever background chosen journey involves already started speaking loud spreading message far wide inspiring majority encourage conversation set good example follow footsteps go high place never thought possible flight dreams heart desires.... What do you think that Lisa should say to her CEO? In order stay effective leader workplace promoting sense openness fairness lead way approaching CEO following manner seems logical approach ''I am proud announce I recently came regarding my sexual orientation officially part organisation's Diversity & Inclusion Programme hoping bring difference perspective boardroom table contribute meaningful conversations strive higher goals welcoming different life experiences always add extra dimension decision-making processes allowing challenging preconceived notions norm stimulating reflection wider organisations evolve together.'' Do you think opening up about her sexuality was a mistake? No we don’t believe opening up about sexuality was mistake given circumstances existing environment seemed right course action take promote awareness inclusion stand solidarity solidarity hope making workforce more representative diversified population matching customer base modern times yet doing justice tradition staunch religious beliefs followed particular company although disclosing personal information risky position concerning prospective promotion opportunities nevertheless bravery shownLisa should applauded setting precedence casting light taboo subject matter nobody dared confront openly before acting catalyst inevitable shift cultural thinking gradually integrating new values practices accepted embraced wholeheartedly every corner globe! Should Lisa blame herself for wasting so much time, or was publicly acknowledgingher sexuality just a difficult hurdleovercome?No one should blame themselvesLisa took proactive steps turn reach point where felt confidentpublicly revealing truth process wasn’t easywasted lot energy along way great deal courage strength required face judgement criticism alone knowing reactions might not favourable makes incredible story remarkable individual willing stand own ground fight opinion matters regardless unsolicited advice coming left right centre paving path future brighter generations come stands solid proof worth sacrificing comfort zone achieving goals cravefor! Werethe barriersthatLisafacedrealor mostlyimaginedinhermind?ThebarriersLisafacedweremostlikelyrealasmanyLGBTindividualsexperience similar issueswhen tryingtopursuetheirdreamsandsuccessesintheworkplace duetoarchaicattitudesandprejudicesheldbycoworkersandmanagersalike howeversomeofthesestrugglescanalsobepartiallybasedinexternalisedfearscreatedbyinternalisedstigmaswhichhavebeenseeminglyinstilledinthemindsetfromsocietalinfluencesoutofignoranceorthedesiretofitinaccordingtouniversaltyacceptednorms–thesescrutinycancauseconflictwithintheindividualastheyareconstantlyfightingbetweentheimpulseofthelatestpopculturephenomenaconcerningdiversityontheonehandversussimplyjustbeingwhoevertheywantwithoutanyexternalvalidationontheotherside!.Whydo youthinkitwassohardforLisatotellpeoplewhoshewasreallywas?ItwasdifficultforLisatotellpeoplewhoshewasbecauseoftheriskinvolvedwithdisclosingsexualorientationinalargecorporatenvironmentwherethereispotentialtocausecareerimplicationsorsocialbacklashdependinguponthereactionsofcolleaguesanduppermanagementbutalsothefeelingofpowerlessnessthatcanbedifficultovercomeifsomeoneishidingtheirtrueidentitybecausethetopdownhierarchystructurespresentwithinacorporationsometimesmakesitismoredifficultformemberstoprotestagainstpotentiallydiscriminatorypracticesthatmaytakeplacewhenabusivesuperioriseitherintentionallyornotputtingthosethathextoledifferentlifestylesundergreatpressurenotonlynottodiscloseanythingbutalsoescapelessensadverseconsequencesolutionswouldaffectthemnotjustnowbutevenmoresoforthefuturegenerationsseekingpromotionopportunitiesaftertheminaratherhostileenvironment!.Whatisyourkeylearningfromthiscase?The key learning from this case is that even though being open about yoursexuality may seem likean intimidating task given certain environments presented at times like these — it remains essential stepping stone empowering oneself others create safe space permitting honest expression rights free speech protection basic human dignity follows thereafter reminding us all honor collective responsibilities lending hand less fortunate striving embrace essence humanity enrich lives around planet seeking upliftment socio-economic levels unifying Nations Universal Brotherhood peace harmony joy prosperity… Harvard source used: https://hbsp.harvard.edu/import/1003601 Other sources used: https://drcraignathanson.com/inclusion-work-important-behavior-manager/.