SET 1
Scenario 1: You approach a manager/supervisor for help with a problem you are having with a female colleague. Your manager/supervisor responds, “Don’t worry about it. She probably just gets upset when it’s her time of month.”
Scenario 2: A new colleague is sharing their story at a CoV Sewers Design community event about why they came to live in Canada. She talks about the anti-homosexuality legislation in her country. Someone interrupts and says, “You don’t look gay.”
Scenario 3: During a meeting you overhear a colleague talking about the anti-racism effort at the City of Vancouver, referring to it as part of “the socialist agenda.” During the Q&A, the same colleague asks, “So, we’re all about diversity now and I feel like there is a contradiction. Let’s be honest, we don’t really want all kinds of diversity, right? I mean, I feel like we’re not allowed to have a diversity of opinions on diversity?”
Scenario 4: Your organization wants to address diversity in the workplace. In meetings when the topic emerges, the other staff look at your colleague, the only individual who identifies as an Indigenous person on your team. You notice that your colleague shifts uncomfortably and averts their gaze when the topic comes up.
Scenario 5: A manager/supervisor says a homophobic/transphobic slur during a meeting. A colleague speaks up about it but the manager/supervisor brushes it off and says “It was just a joke. Besides, I’m not hurting anyone since nobody from the LGBTQ+ community is here anyway.”
Set 2
Scenario 1: During an online meeting between you, your manager and two other colleagues, there are questions around City's plans to provide specific support to Black and Indigenous communities. One of your colleagues seems exasperated and says, “I still really feel like this is favouritism. The white people are being hit by COVID just as bad. Maybe this is unpopular right now, but I’m of the school that all lives matter.” One of your colleagues who is a member of one of those communities falls silent.
Scenario 2: A meeting is winding up and as people are leaving, you overhear a conversation between two colleagues. Colleague A makes a discriminatory comment. Colleague B, who is a person of colour, gives Colleague A feedback on their comment, but A tells B that they are being overly sensitive and “Everything is political these days!” This is not the first time that Colleague A has received feedback on their offensive comment.
Scenario 3: You overhear a manager complaining to their coworker about one of their staff asking to take leave. “I don’t know why they can’t just get over it,” you hear them say. “It’s not that hard to look on the bright side of things. Everyone gets depressed. They’re not that special.”
Scenario 4: A colleague comes out as trans and your manager/supervisor says in a surprised tone that they “didn’t look trans.” Another one of your colleagues, who is a woman of colour, pulls your manager/supervisor aside to give them some feedback. You overhear your manager/supervisor say, “You don’t need to get so mad. Let’s be respectful when we have these conversations.” Your colleague goes back to their desk looking visibly frustrated.
Scenario 5: During a meeting, one of your colleagues (Colleague A), who uses they/them pronouns, shares a suggestion. Another colleague (Colleague B) at the table responds to Colleague A’s idea with, “I have to agree with him. That’s a great idea.” You’re aware that Colleague B has insisted on using Colleague A’s old pronouns ever since Colleague A came out as non-binary.
Alternate: You are having a discussion with a fellow manager about some ideas shared by your teams. You bring up an idea that you find valuable from one of your staff members. This staff member has recently come out as non-binary and now goes by they/them pronouns. After you share your staff member’s idea, the other manager replies with, “Yes, I agree, his solution is great.” You are aware that this manager has insisted on using your staff member’s old pronouns ever since they came out.