Activity 1 -Pre-Lecture Activity: Scenario Analysis (45 mins)

Activity 1: Scenario 1 - The Team Meeting

Tue, 13 Oct 2026 20:09:19 GMT

by Petr Kotlar.

1. Is treating everyone the same always fair? No, treating everyone the same is not always fair. People have different personal needs and life situations, so insisting on the exact same rules can accidentally disadvantage certain individuals.
2. Who may be disadvantaged by the current arrangements?
• The parent: Disadvantaged by the 8:00 am start time due to childcare responsibilities.
• The remote worker: Disadvantaged by technical issues preventing them from joining properly.
• The international employee: Disadvantaged by colleagues using local slang and acronyms that are hard to understand.
3. How could the organisation create a more inclusive meeting environment?
• Change the meeting time: Move it to 9:30 am so parents can attend after drop-off.
• Fix the technology: Provide better software, equipment, or IT support for remote workers.
• Use clear language: Avoid local slang and acronyms, or provide a guide explaining common terms.
Discussion Questions
1. What equality issues can you identify?
• Sex / Pregnancy & Maternity / Caring Responsibilities: The early 8:00 am meeting unfairly impacts parents who handle morning childcare.
• Race / Disability / Digital Inclusion: Tech barriers and language barriers prevent equal access to the meeting.
2. What equity issues can you identify?
• The manager thinks equal treatment is fair.
• However, true equity means recognising that people need different support

Scenario 3

Mon, 12 Oct 2026 20:42:08 GMT

by Larisa Gogan.

Scenario 3 – Staff Social Event

1. Which equality and inclusion issues are evident?

There are several issues, such as the lack of wheelchair access, limited food choices, religious commitments and caring responsibilities.

2. How might some employees feel excluded despite attendance being optional?

Some employees may feel that the event is not designed for them. They may also feel pressured to attend because attendance is described as “strongly encouraged.”

3. What alternative approaches could make the event more inclusive?

The organisation could:

Choose an accessible venue.
Provide more dietary options.
Ask employees about their needs before planning the event.

Personal opinion

I believe everyone should be able to enjoy the event without feeling that their personal needs are a problem. A few simple changes could make the celebration more comfortable and enjoyable for everyone.

scenario 2.

Mon, 12 Oct 2026 20:37:30 GMT

by Larisa Gogan.

1. Equality issues

The main equality issue is that the job was advertised internally, but not everyone had the same chance to see the advertisement. Office-based employees could easily access their emails, while frontline workers were usually busy with patients and did not check their emails regularly. Because of this, most of the people who applied came from office-based departments.

2. Equity issues

There is an unfair barrier for frontline workers because the organisation used only one way to communicate the opportunity. Even though the position was technically available to everyone, some employees were less likely to know about it. This means they did not have the same practical opportunity to apply for the promotion.

3. Inclusive interventions

The organisation could make the recruitment process more accessible by:

Advertising the position through different channels, not only email.
Informing frontline workers directly through team leaders or staff meetings
Making sure all employees have enough information about the requirements of the position.
Using the same recruitment process and criteria for everyone who applies.

Personal opinion : I think the company should give all employees the same chance to find out about new job opportunities. Frontline workers should not miss a promotion just because they do not have enough time to check their emails. A better communication system would make the recruitment process fairer for everyone.