Microaggressions & Micro-Inequities

Justin, a black 40-year-old man, with extensive IT experience, has been an IT expert at Company Y for six years. Justin's coworker, Diana, a 30-year-old white woman who is also a junior contractor with two years of previous IT experience, recently got promoted to the IT Department Manager position. When Justin finds out about Diana's promotion, he approaches his boss, Will. Will has been known to favor women regarding promotions and bonuses and has hinted at distrust of the black community. Justin argues that his proven IT expertise at Company Y, makes him more qualified than Diana. Justin reports his concerns to the company’s grievance hotline.

How can the organization disrupt Will’s bias toward the black community, and ensure that they promote diversity, inclusion and equality for Justin and other workers of color?

Choose a response:

Tell Will," Justin and other employees of color have expressed concerns about equality and diversity when it comes to your selection of employees for promotions and bonuses. Selection for promotions and bonuses should not be based on race or gender. Justin has the professional background and expertise required to direct the IT department, and his application for the promotion should be given serious consideration."

Tell Will, “Justin and other employees of color have expressed concerns about equality and diversity when it comes to your selection of employees for promotions and bonuses. We will be investigating these concerns and taking appropriate action. You will no longer be selecting employees for promotion without approval from HR and will be expected to provide detailed reports of what qualifications the employee was promoted on.”

Microaggressions & Micro-Inequities

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