Decision 1 – Office Setup Prompt: You are preparing for Alex’s first day at the office. What do you do first?
Options:
Set up the same workspace you use for everyone else.
Ask Alex in advance what accommodations they might need.
Wait until Alex arrives and assess the situation then.
Decision 2: Team Communication
Prompt:
On Alex’s first day, you notice the team isn’t quite sure how to interact — some are over-accommodating, while others keep their distance. How do you address this?
Options:
Say nothing and hope things will improve with time.
Send out a general reminder about company inclusion policies.
Arrange a casual meeting to introduce Alex and encourage open discussion on inclusion and collaboration.
Decision 3: Remote Work
Prompt:
Alex will be working remotely two days a week. You’ve noticed some remote platforms lack accessibility features. What do you do?
OPTIONS:
Ask Alex which tools work best for them and suggest alternative accessible options.
Assign Alex to work from the office full-time to avoid remote issues.
Use the same tools as always and offer to explain things if needed.
Conclusion Slide
Thanks to your inclusive decisions, Alex now feels welcome, supported, and empowered. The team is learning and growing in their inclusive practices. You’ve taken practical steps that demonstrate commitment to a barrier-free workplace.
Reflection Prompt:
Think about your own team or workplace — where could you make small changes to create a more inclusive environment today?
This is not a fair or inclusive solution. It limits flexibility and may be seen as discriminatory.
This is a start, but it might not address the team’s uncertainty directly. Inclusion benefits from open dialogue, not just policy reminders.
While well-meaning, this may cause unnecessary stress. It’s better to prepare ahead and show that accessibility is a priority from the start.
Ignoring discomfort doesn’t help. Your role as a manager includes creating space for inclusion and understanding.
This puts the burden on Alex to adapt. Instead, the tools should meet accessibility standards from the beginning.
Spot on! Collaborating with Alex ensures the remote environment supports their needs and avoids digital exclusion.
Excellent! Normalizing inclusive conversations helps the whole team feel more confident and builds trust. It allows Alex to define their own boundaries and preferences.
This approach overlooks the importance of individual accessibility needs. Equal treatment is not always equitable support.
Great choice! Inclusive onboarding starts with communication. Asking Alex directly gives them a chance to express needs, such as accessible desk height, entrance access, or restroom proximity — without assumptions.
Decision Tree Activity MOD 8
mike
Created on February 24, 2026
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Transcript
Decision 1 – Office Setup Prompt: You are preparing for Alex’s first day at the office. What do you do first?
Options:
Set up the same workspace you use for everyone else.
Ask Alex in advance what accommodations they might need.
Wait until Alex arrives and assess the situation then.
Decision 2: Team Communication Prompt: On Alex’s first day, you notice the team isn’t quite sure how to interact — some are over-accommodating, while others keep their distance. How do you address this?
Options:
Say nothing and hope things will improve with time.
Send out a general reminder about company inclusion policies.
Arrange a casual meeting to introduce Alex and encourage open discussion on inclusion and collaboration.
Decision 3: Remote Work Prompt: Alex will be working remotely two days a week. You’ve noticed some remote platforms lack accessibility features. What do you do?
OPTIONS:
Ask Alex which tools work best for them and suggest alternative accessible options.
Assign Alex to work from the office full-time to avoid remote issues.
Use the same tools as always and offer to explain things if needed.
Conclusion Slide
Thanks to your inclusive decisions, Alex now feels welcome, supported, and empowered. The team is learning and growing in their inclusive practices. You’ve taken practical steps that demonstrate commitment to a barrier-free workplace. Reflection Prompt: Think about your own team or workplace — where could you make small changes to create a more inclusive environment today?
This is not a fair or inclusive solution. It limits flexibility and may be seen as discriminatory.
This is a start, but it might not address the team’s uncertainty directly. Inclusion benefits from open dialogue, not just policy reminders.
While well-meaning, this may cause unnecessary stress. It’s better to prepare ahead and show that accessibility is a priority from the start.
Ignoring discomfort doesn’t help. Your role as a manager includes creating space for inclusion and understanding.
This puts the burden on Alex to adapt. Instead, the tools should meet accessibility standards from the beginning.
Spot on! Collaborating with Alex ensures the remote environment supports their needs and avoids digital exclusion.
Excellent! Normalizing inclusive conversations helps the whole team feel more confident and builds trust. It allows Alex to define their own boundaries and preferences.
This approach overlooks the importance of individual accessibility needs. Equal treatment is not always equitable support.
Great choice! Inclusive onboarding starts with communication. Asking Alex directly gives them a chance to express needs, such as accessible desk height, entrance access, or restroom proximity — without assumptions.