Harvard Case - Anti-LGBT2Q+ University Values: Should an Innovative Experiential Exercise be Cancelled?
"Anti-LGBT2Q+ University Values: Should an Innovative Experiential Exercise be Cancelled?" Harvard business case study is written by Benjamin Bigio, Jana Seijts. It deals with the challenges in the field of Organizational Behavior. The case study is 16 page(s) long and it was first published on : Sep 6, 2022
At Fern Fort University, we recommend cancelling the 'Diversity Day' experiential exercise as it currently stands. This decision is driven by the need to prioritize the university's commitment to inclusivity and respect for all students and staff, while ensuring the exercise aligns with its core values.
2. Background
Fern Fort University faces a critical dilemma. Its innovative 'Diversity Day' experiential exercise, designed to foster understanding and empathy among students, has sparked controversy due to its portrayal of LGBTQ+ individuals. The exercise, while intended to be a positive learning experience, has inadvertently caused offense and raised concerns about the university's commitment to inclusivity.
The case study centers around the university's leadership team, particularly the Dean of Students, who faces the challenge of balancing the exercise's potential benefits with the potential harm caused by its insensitive content. The university's reputation and its commitment to fostering a welcoming and inclusive environment are at stake.
3. Analysis of the Case Study
This case study highlights several key issues related to organizational culture, diversity and inclusion, leadership, and change management.
Organizational Culture: The exercise's content reflects a potential disconnect between the university's stated values of inclusivity and its actual practices. This discrepancy can erode trust and create a hostile environment for marginalized groups.
Diversity and Inclusion: The exercise's portrayal of LGBTQ+ individuals is insensitive and perpetuates harmful stereotypes. This directly contradicts the university's responsibility to create a welcoming and inclusive environment for all students and staff.
Leadership: The Dean of Students faces a critical leadership challenge. Balancing the need for innovation with the need to uphold the university's values requires strong communication, conflict resolution skills, and the ability to navigate complex organizational dynamics.
Change Management: The decision to cancel the exercise represents a significant change for the university. Implementing this change effectively requires clear communication, stakeholder engagement, and a commitment to continuous improvement.
4. Recommendations
1. Cancel the 'Diversity Day' exercise in its current form. This immediate action demonstrates the university's commitment to inclusivity and sends a clear message that offensive content will not be tolerated.
2. Form a task force to review and revise the exercise. This task force should include diverse voices, including LGBTQ+ students and staff, to ensure the revised exercise is sensitive, respectful, and truly promotes understanding and empathy.
3. Develop a comprehensive diversity and inclusion training program for all faculty, staff, and students. This program should address LGBTQ+ issues, microaggressions, and other forms of bias, equipping the university community with the knowledge and skills to foster a truly inclusive environment.
4. Establish a clear process for reporting and addressing incidents of discrimination and harassment. This process should be accessible, transparent, and ensure swift and appropriate action is taken.
5. Regularly assess the university's progress on diversity and inclusion initiatives. This assessment should include data collection, feedback mechanisms, and continuous improvement strategies.
5. Basis of Recommendations
These recommendations are based on the following considerations:
1. Core competencies and consistency with mission: The university's mission statement explicitly emphasizes inclusivity and respect for all individuals. Cancelling the exercise aligns with this core value and demonstrates the university's commitment to creating a welcoming environment for all.
2. External customers and internal clients: Students, staff, and the broader community are the university's stakeholders. Addressing the concerns raised by the exercise is crucial for maintaining trust and attracting diverse talent.
3. Competitors: In an increasingly competitive higher education landscape, universities are judged on their commitment to diversity and inclusion. Taking proactive steps to address this issue will enhance the university's reputation and attract students and faculty who value inclusivity.
4. Attractiveness: The university's commitment to diversity and inclusion will enhance its attractiveness to potential students, faculty, and donors. This will contribute to increased enrollment, research funding, and overall institutional success.
6. Conclusion
Cancelling the 'Diversity Day' exercise is a necessary step to uphold Fern Fort University's commitment to inclusivity and respect for all. By taking proactive steps to address the concerns raised by the exercise, the university can demonstrate its commitment to creating a welcoming and inclusive environment for all students and staff. This will strengthen the university's reputation, attract diverse talent, and foster a culture of respect and understanding.
7. Discussion
Alternatives:
- Modifying the exercise: While modifying the exercise could be considered, it carries the risk of perpetuating harmful stereotypes.
- Ignoring the concerns: Ignoring the concerns would damage the university's reputation and erode trust among students and staff.
Risks:
- Resistance to change: Some individuals may resist the cancellation of the exercise.
- Financial implications: Revising the exercise and implementing diversity training programs will require resources.
Assumptions:
- The university is committed to creating a truly inclusive environment.
- The university has the resources to implement the recommended changes.
8. Next Steps
Timeline:
- Week 1: Cancel the 'Diversity Day' exercise and announce the formation of a task force.
- Week 2: Convene the task force and begin reviewing the exercise.
- Month 1: Develop a plan for revising the exercise and implementing diversity training.
- Month 3: Launch the revised exercise and begin diversity training for faculty and staff.
- Month 6: Implement diversity training for students.
- Ongoing: Continuously assess the university's progress on diversity and inclusion initiatives.
By taking these steps, Fern Fort University can demonstrate its commitment to creating a truly inclusive and welcoming environment for all.
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Case Description
Dr. Pramita Balakrishnan was a strong advocate for diversity, equity, and inclusion (DEI) and was one of Canada's most renowned business professors in management communications. Over the past three years, more than 500 students had completed a virtual, cross-cultural, experiential exercise as part of Balakrishnan's management communications course. However, this year, a number of students expressed discomfort in working with a partnering school, Mission University in Louisiana, due to its anti-LGBT2Q+ stance. For example, the Mission University administration required students to sign a values statement that prohibited sexually impure relationships such as homosexual activities. Other students in the course wanted to proceed with the exercise. Should she cancel the exercise? What message would her decision send to students, faculty, and administrators at both schools? What would be the potential consequences of her decision and what was the best approach moving forward? Balakrishnan had less than 24 hours to figure out what to do before the exercise was set to launch. The case uses fictional people and institutions to illustrate a pressing and important set of issues in education, with high relevance to business and other organizations.
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