Harvard Case - Pink, White, and Blue: A Transgender Sailor, the U.S. Navy, and a Right vs. Right Ethical Dilemma
"Pink, White, and Blue: A Transgender Sailor, the U.S. Navy, and a Right vs. Right Ethical Dilemma" Harvard business case study is written by Terry Borja, Kathryn J. Aten, Gail F. Thomas. It deals with the challenges in the field of Strategy. The case study is 16 page(s) long and it was first published on : Dec 31, 2022
At Fern Fort University, we recommend that the U.S. Navy adopt a strategic approach to address the ethical dilemma posed by transgender sailors, balancing the rights of individuals with the operational needs of the Navy. This approach should prioritize open communication, transparency, and inclusivity, fostering a culture of respect and understanding within the Navy.
2. Background
This case study focuses on the ethical dilemma faced by the U.S. Navy regarding the inclusion of transgender sailors. The case centers around the experience of Kristin Beck, a transgender woman who served in the Navy for 20 years under her male identity before transitioning. The case highlights the clash between the Navy's need for operational readiness and the rights of individuals to live authentically.
3. Analysis of the Case Study
Applying a Stakeholder Analysis framework:
- Internal Stakeholders: The Navy leadership, sailors, and their families, including transgender sailors.
- External Stakeholders: The public, the media, the LGBTQ+ community, and human rights organizations.
Analyzing the situation through a SWOT analysis:
Strengths:
- Strong tradition of service and commitment to national security.
- Experienced and skilled workforce.
- Advanced technology and resources.
Weaknesses:
- Potential for operational disruption due to policy changes.
- Lack of clear guidelines and procedures for transgender sailors.
- Potential for negative media attention and public backlash.
Opportunities:
- Enhance diversity and inclusivity within the Navy.
- Attract and retain talented individuals from a wider pool.
- Improve morale and unit cohesion.
Threats:
- Legal challenges and lawsuits.
- Negative impact on recruitment and retention.
- Erosion of public trust in the Navy.
Applying Porter's Five Forces Framework:
- Threat of New Entrants: Low, as the Navy is a highly regulated and specialized industry.
- Bargaining Power of Buyers: Low, as sailors have limited bargaining power due to the nature of military service.
- Bargaining Power of Suppliers: Moderate, as the Navy relies on various suppliers for equipment and services.
- Threat of Substitute Products: Low, as there are no direct substitutes for the Navy's core functions.
- Rivalry Among Existing Competitors: Low, as the Navy operates in a highly regulated and specialized industry with limited competition.
Applying a Value Chain Analysis:
- Primary Activities:
- Inbound Logistics: Recruiting, training, and equipping sailors.
- Operations: Conducting military operations and training exercises.
- Outbound Logistics: Deploying sailors and equipment.
- Marketing and Sales: Recruiting and public relations.
- Service: Providing support and benefits to sailors.
- Support Activities:
- Procurement: Acquiring equipment and supplies.
- Technology Development: Research and development of new technologies.
- Human Resource Management: Recruiting, training, and managing personnel.
- Infrastructure: Maintaining facilities and equipment.
4. Recommendations
Develop a comprehensive policy: The Navy should develop a clear and comprehensive policy for transgender sailors, addressing issues such as medical care, uniform policies, and deployment considerations. This policy should be based on the principles of equality, respect, and non-discrimination.
Implement training programs: The Navy should implement mandatory training programs for all personnel on transgender issues, promoting understanding and sensitivity towards transgender sailors. This training should cover topics such as gender identity, pronouns, and best practices for interacting with transgender individuals.
Establish a dedicated support network: The Navy should establish a dedicated support network for transgender sailors, providing access to mental health services, legal assistance, and peer support groups. This network should be accessible and confidential.
Promote open communication: The Navy should encourage open communication and dialogue about transgender issues, creating a safe and inclusive environment where sailors feel comfortable discussing their experiences and concerns.
Engage with external stakeholders: The Navy should engage with external stakeholders, including LGBTQ+ advocacy groups and human rights organizations, to gather feedback and ensure that its policies are aligned with best practices and legal requirements.
5. Basis of Recommendations
These recommendations consider the following factors:
Core competencies and consistency with mission: The Navy's core competency is to maintain operational readiness and national security. These recommendations support this mission by promoting a more inclusive and diverse workforce, which can enhance morale, unit cohesion, and operational effectiveness.
External customers and internal clients: The recommendations address the needs of both external customers (the public) and internal clients (sailors). They aim to build public trust in the Navy by demonstrating its commitment to equality and inclusion, while also creating a more supportive and welcoming environment for all sailors.
Competitors: The Navy faces limited competition in its core functions. However, these recommendations can help the Navy attract and retain talented individuals, giving it a competitive advantage in the long run.
Attractiveness ' quantitative measures if applicable: While quantifying the impact of these recommendations on operational readiness is challenging, they are expected to have a positive impact on morale, unit cohesion, and recruitment and retention rates.
6. Conclusion
By adopting a strategic approach that prioritizes inclusivity, respect, and open communication, the U.S. Navy can navigate the ethical dilemma posed by transgender sailors. This approach will not only uphold the rights of individuals but also enhance the Navy's operational effectiveness and its reputation as a responsible and forward-thinking organization.
7. Discussion
Other Alternatives:
- Maintaining the status quo: This option would perpetuate the current situation, potentially leading to legal challenges and a decline in morale and recruitment.
- Implementing a blanket ban on transgender service: This option would be discriminatory and violate the rights of individuals, damaging the Navy's reputation and undermining its commitment to diversity and inclusion.
Risks and Key Assumptions:
- Operational disruption: Policy changes could lead to temporary operational disruption, but this can be mitigated through careful planning and implementation.
- Public backlash: There is a risk of public backlash, but this can be minimized through effective communication and engagement with stakeholders.
- Legal challenges: There is a risk of legal challenges, but the Navy can mitigate this risk by ensuring its policies are aligned with legal requirements.
8. Next Steps
- Form a task force: The Navy should form a task force to develop a comprehensive policy for transgender sailors, including representatives from various departments and stakeholders.
- Conduct pilot programs: The Navy should conduct pilot programs to test and refine its policies and procedures.
- Implement training programs: The Navy should implement mandatory training programs for all personnel on transgender issues.
- Establish a dedicated support network: The Navy should establish a dedicated support network for transgender sailors.
- Engage with external stakeholders: The Navy should engage with external stakeholders to gather feedback and ensure its policies are aligned with best practices and legal requirements.
By taking these steps, the U.S. Navy can navigate the ethical dilemma posed by transgender sailors while upholding its core values of service, honor, and courage.
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Case Description
Pink, White and Blue is appropriate for undergraduate or graduate courses in management, business ethics, organizational behavior, leadership, or human resources management. Students analyze a right versus right ethical dilemma, are introduced to challenges that transgender people might experience in organizations and discuss ethical and other justifications for DEI management. The case includes epilogue and update, which provide an opportunity to discuss broader organizational issues regarding whether and how organizations should expand DEI programs. The case encourages students to critically examine their personal beliefs, attitudes, and biases about historically marginalized people. Landon Wilson, a transgender male, was a U.S. Navy sailor on a special assignment with the Army in Afghanistan. He worked as a cryptologic technician-collection specialist (CTR) collecting and analyzing top-secret data and creating special intelligence and was recognized as an excellent performer. Wilson enlisted as a female and began transitioning from female to male less than a year later, at his Navy home-base. When a special Army assignment in Afghanistan provided the opportunity, Wilson presented male. When he arrived in Afghanistan, his teammates and Army leaders accepted him as male. He was in male barracks, and his leaders and colleagues referred to him with male pronouns. At the time, Department of Defense (DoD) policy prohibited transgender people from entering the Navy and a sailor could be discharged for physical or mental conditions, including gender and identity disorders. Thousands of transgender individuals, however, successfully served in the military during the ban. Wilson was performing well in the critical assignment in Afghanistan. But then, Wilson's mentor revealed Wilson's secret to his Navy home-base leader in the U.S. The Navy home-base leader called Wilson and urged him to "come out" to his leaders in Afghanistan. Wilson had to decide if he should follow his
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