Decision 1: First Team Meeting
Prompt: During Anna’s first team meeting, you notice she is struggling to follow the discussion. What do you do?
Pause and ask if Anna would prefer written notes or another form of support.
Options:
Continue the meeting as planned. Anna will adjust with time.
Rearrange the seating so Anna can see everyone’s face more clearly during the discussion.
Decision 2: Colleague Question
Prompt: A colleague privately asks why Anna seems to get “special treatment” in meetings. How do you respond?
“That is a private issue, I cannot talk about it.”
Options:
“Alex has a hearing problem, so we have to do things differently.”
“We are making reasonable adjustments so everyone can contribute equally.”
Decision 3: Long-Term Collaboration
Prompt: A few weeks later, Anna says she is still missing important details during conversations. What is your next step?
Tell her to work harder on lip-reading.
OPTIONS:
Provide meeting agendas in advance and assign a note-taker.
Suggest she ask teammates to repeat things whenever he misses them.
Conclusion Slide
Well done! You have navigated a realistic scenario of supporting a new employee with a disability. Even if not every choice was ideal, you explored how small, thoughtful actions can make a big difference.
Inclusion is not about “special treatment,” but about ensuring equal participation and removing barriers.
Reflect: How could you apply a similar approach to onboarding and supporting employees in your own workplace?
(Best Choice): Shows sensitivity and collaboration. Anna gets a say in what works best.
❌ Respects privacy but may create misunderstandings. Offering a clear principle (fairness/inclusion) is better.
❌ Discloses personal information, which is not appropriate.
A helpful step, but it does not directly ask Anna what support she needs, so it is a partial solution.
This response may unintentionally overlook Anna’s needs and could make her feel unsupported. Taking a more proactive approach helps build trust and inclusion..
Puts too much burden on Anna, which may discourage participation.
(Best Choice): Practical, shared responsibility, and aligns with inclusive workplace practices.
✅(Best Choice): Keeps confidentiality and explains inclusion clearly.
Ignoring the issue may lead to exclusion and frustration
Decision Tree Activity MOD 3
mike
Created on February 17, 2026
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Transcript
Decision 1: First Team Meeting Prompt: During Anna’s first team meeting, you notice she is struggling to follow the discussion. What do you do?
Pause and ask if Anna would prefer written notes or another form of support.
Options:
Continue the meeting as planned. Anna will adjust with time.
Rearrange the seating so Anna can see everyone’s face more clearly during the discussion.
Decision 2: Colleague Question Prompt: A colleague privately asks why Anna seems to get “special treatment” in meetings. How do you respond?
“That is a private issue, I cannot talk about it.”
Options:
“Alex has a hearing problem, so we have to do things differently.”
“We are making reasonable adjustments so everyone can contribute equally.”
Decision 3: Long-Term Collaboration Prompt: A few weeks later, Anna says she is still missing important details during conversations. What is your next step?
Tell her to work harder on lip-reading.
OPTIONS:
Provide meeting agendas in advance and assign a note-taker.
Suggest she ask teammates to repeat things whenever he misses them.
Conclusion Slide
Well done! You have navigated a realistic scenario of supporting a new employee with a disability. Even if not every choice was ideal, you explored how small, thoughtful actions can make a big difference. Inclusion is not about “special treatment,” but about ensuring equal participation and removing barriers. Reflect: How could you apply a similar approach to onboarding and supporting employees in your own workplace?
(Best Choice): Shows sensitivity and collaboration. Anna gets a say in what works best.
❌ Respects privacy but may create misunderstandings. Offering a clear principle (fairness/inclusion) is better.
❌ Discloses personal information, which is not appropriate.
A helpful step, but it does not directly ask Anna what support she needs, so it is a partial solution.
This response may unintentionally overlook Anna’s needs and could make her feel unsupported. Taking a more proactive approach helps build trust and inclusion..
Puts too much burden on Anna, which may discourage participation.
(Best Choice): Practical, shared responsibility, and aligns with inclusive workplace practices.
✅(Best Choice): Keeps confidentiality and explains inclusion clearly.
Ignoring the issue may lead to exclusion and frustration