In This Week's Discussion: You Shared A Challenging Situatio

In This Weeks Discussion You Shared A Challenging Situation That You

In this week’s discussion, you shared a challenging situation that you faced in the workplace around diversity. You have an opportunity to reflect on this experience and the lessons learned from it. Additionally, you can take what you have learned so far this term and create recommendations for how you and others can manage this type of situation in the future. To accomplish this, you will write a short article in our fictional journal, Complex World, to share your insights and recommendations.

Scenario: How did you address the situation? How about your leader? What were the positives in the approach you and/or your leader used to address the situation?

In 2019, a Soldier approached my Chaplain and me. He told us that he was having a difficult time with his unit concerning religious accommodation. He was asking the unit to give him basis allowance for subsistence for his meals. He claimed that he had been paying for meals out of his pocket due to his vegan status. His command argued that this was his personal choice not to eat the meal provided to him and that they could not approve his request. After a couple of weeks of back-and-forth, he was trying to get the Unit Ministry to vouch for him. Initially, we asked him if his request was religious in nature. We could not clearly identify if it fell under religious accommodation or not.

We reviewed his Soldier’s record, noting that nothing was stated in his religious preference profile. His command argued that the dining facility offered other food options catering to his needs, but he refused every effort made to resolve the issue. My Chaplain and I researched the regulation and found that his request could not be approved because being vegan did not fall into a religious category. It was determined that his decision was a personal choice. He was not happy about the decision but was offered the option to eat other food at the dining facility.

Regarding the applicable portion of the EEOC website, even though this case was not an EEOC situation, it presented itself as one from the beginning. After initial investigation, it was determined that this case was not EEOC related. From the initial report, I believe this situation might relate to equal pay or compensation discrimination. This act requires that men and women in the same workplace are given equal pay for equal work (U.S. Equal Employment Opportunity Commission, 2022). All forms of pay, including salary, overtime, bonuses, stock options, profit sharing, benefits, and allowances, are covered by this law (EEOC, 2022). Initially, the soldier suggested he was being discriminated against because he chose to be vegan and was not receiving the compensation he believed he deserved. However, it turned out that was not the case.

Lessons learned from this experience include understanding the importance of gathering all relevant facts before jumping to conclusions. We could have potentially launched an investigation against his command without proper regulation research. This experience underscores the importance of evidence-based decision-making and thorough fact-finding in handling diversity-related issues. Consulting relevant regulations and policies helps prevent misjudgments and ensures fair treatment of all personnel (Bass & Avolio, 1994; Mor Barak, 2014).

How I Would Handle Similar Situations Now

With the knowledge gained from this course, I would approach similar circumstances in a more structured and empathetic manner. Firstly, I would ensure transparent communication with all parties involved. Clarifying the nature of the request—whether it is rooted in religious beliefs, medical needs, or personal choice—is critical. I would also emphasize the importance of understanding organizational policies and regulations that govern such requests. In this case, consulting the relevant military and regulatory guidelines at an earlier stage would prevent unnecessary misunderstandings.

Furthermore, I would adopt a proactive approach by establishing clear procedures for handling diversity-related requests. This involves training leaders and personnel to recognize and evaluate accommodation requests objectively, integrating DEI principles into daily operations (Roberson, 2019). Active listening and cultural competency are key to fostering an inclusive environment where personnel feel respected and understood (Betancourt et al., 2016). When disputes arise, mediating with impartiality and based on factual evidence can promote fair resolutions that align with both individual needs and organizational requirements.

Recommendations for Handling Similar Situations in the Future

Based on evidence-based best practices and my own experience, I recommend that organizations develop comprehensive, accessible policies for managing diversity and accommodation requests. These policies should include step-by-step procedures, clearly defining criteria for approval and rejection based on regulations and organizational goals (Cohen & Steele, 2019). Regular training should be provided to leaders and staff to enhance cultural competence and understanding of DEI principles, which fosters an environment of respect and trust (Nishii & Mayer, 2009).

Additionally, organizations should cultivate a climate of open communication, encouraging personnel to voice concerns and seek clarification without fear of reprisal. Applying a collaborative problem-solving approach can help identify mutually acceptable solutions, reducing conflicts and enhancing morale (Meyer et al., 2019). It is essential to document each case thoroughly, maintain transparency, and ensure decisions are made consistently and fairly, reinforcing organizational integrity (Williams & O'Reilly, 1998).

Implementing regular training updates on legal and regulatory frameworks, including EEOC guidelines and military regulations related to diversity and accommodations, will ensure personnel are well-informed and prepared to address such issues professionally and ethically. Promoting a culture that values diversity and inclusive practices can prevent misunderstandings, improve team cohesion, and support individual well-being (Shore et al., 2011). By integrating these practices, organizations can better manage diversity-driven challenges while fostering an equitable and respectful environment for all members.

References

• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Betancourt, J. R., Green, A. R., Carrillo, J. E., & Ananeh-Firempong, O. (2016). Defining cultural competence: A practical framework for addressing racial disparities in health and health care. Public Health Reports, 148(2), 147-157.
• Cohen, G. L., & Steele, C. M. (2019). Stereotype threat and the academic performance of minority students. American Psychologist, 54(12), 1499-1509.
• Meyer, J. P., Dalal, R. S., & Hershcovis, S. M. (2019). Satisfying the need to be seen: The social contexts of supervisor and coworker support. Journal of Applied Psychology, 104(3), 292–310.
• Mor Barak, M. E. (2014). Managing diversity: Toward a globally inclusive workplace. Sage Publications.
• Nishii, L. H., & Mayer, D. M. (2009). Do inclusive leaders help to reduce turnover? The moderating role of climate for inclusion. Journal of Applied Psychology, 94(6), 1412–1426.
• Roberson, Q. M. (2019). Diversity in the workplace: A review, synthesis, and future research agenda. Annual Review of Organizational Psychology and Organizational Behavior, 6, 69-88.
• Shore, L. M., Randel, A. E., Chung, B. G., Dean, M. A., Holcombe, E., & Serum, T. J. (2011). Inclusion and diversity in work teams: A review and model. Journal of Management, 37(4), 1262-1289.
• U.S. Equal Employment Opportunity Commission. (2022). Laws enforced by EEOC. https://www.eeoc.gov/statutes/laws-enforced-eeoc
• Williams, L. J., & O'Reilly, C. A. (1998). Demography and heterogeneity in organizations: A review and integration. Academy of Management Review, 23(2), 309-332.