Decision 1: Your Initial Reaction
Options:
C) Schedule a confidential talk with Alex to understand their perspective.
A) Ask Mara to talk directly with Alex and “sort it out.”
B) Observe the next few meetings silently.
Decision 2: During the Talk with Alex
Options:
C) Suggest they make more effort to speak up.
A) Ask why they’re not participating enough.
B) Ask if the meeting setup works for them and if they face communication barriers.
Decision 3: Your Next Step as Manager
OPTIONS:
A) Inform the team about Alex’s hearing impairment so everyone knows.
C) Ask HR to handle it and step back.
B) Make small accessibility adjustments (e.g. visual agendas, clear turn-taking) and monitor progress.
Decision 4: Follow-Up
OPTIONS:
A) Provide team-wide awareness training on inclusive communication.
C) Assume the issue is solved once meetings run smoother.
B) Only speak to Mara privately about being more patient.
Conclusion Slide
You’ve explored how conflict and problem-solving can either include or unintentionally exclude employees with disabilities.
Inclusion means adapting how we resolve conflicts — not expecting everyone to experience or express tension in the same way.
Fair processes, empathy, and accessibility turn disagreements into opportunities for growth and understanding.
Reflect:
What small change could you make to ensure that conflicts in your workplace are addressed openly, respectfully, and with everyone’s needs in mind?
❌ C) Avoids leadership responsibility.
❌ A) This puts the blame on Alex and may come across as a performance criticism, making it harder for them to share accessibility barriers.
✅ A) Increases team empathy and long-term understanding of disability inclusion.
Research shows awareness sessions reduce interpersonal conflict by up to 30% (CIPD, 2023).
It turns an individual case into a learning opportunity for everyone.
❌ B) This addresses one person's behaviour but misses the chance to build broader team understanding of inclusive communication.
❌ B) Delays resolution and may worsen team tension
❌ C) Without follow-up, underlying tensions or misunderstandings may resurface — inclusion requires ongoing attention, not a one-time fix.Without follow-up, underlying tensions or misunderstandings may resurface — inclusion requires ongoing attention, not a one-time fix.
❌ C) This assumes the problem lies with Alex rather than with the meeting environment, and ignores potential structural barriers to participation.
✅ B) Builds inclusion through action, without breaching confidentiality.
You can say: “Let’s make our meetings more structured so everyone can follow clearly.”
This approach normalizes accessibility without singling anyone out.
❌ A) Violates privacy
✅ B) Encourages an open, supportive dialogue about environmental or structural barriers, not personal blame.
You learn that Alex often misses key points because people talk over each other or turn away while speaking.
They don’t want to complain or draw attention to their disability.
✅ C) is best — it allows for private, respectful discussion and avoids assumptions.
It also gives Alex the chance to express if accessibility issues (e.g. fast-paced discussion, poor room acoustics) are part of the problem.
❌ A) Risks confrontation without understanding the cause.
Decision Tree Activity MOD 10
mike
Created on March 3, 2026
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Transcript
Decision 1: Your Initial Reaction
Options:
C) Schedule a confidential talk with Alex to understand their perspective.
A) Ask Mara to talk directly with Alex and “sort it out.”
B) Observe the next few meetings silently.
Decision 2: During the Talk with Alex
Options:
C) Suggest they make more effort to speak up.
A) Ask why they’re not participating enough.
B) Ask if the meeting setup works for them and if they face communication barriers.
Decision 3: Your Next Step as Manager
OPTIONS:
A) Inform the team about Alex’s hearing impairment so everyone knows.
C) Ask HR to handle it and step back.
B) Make small accessibility adjustments (e.g. visual agendas, clear turn-taking) and monitor progress.
Decision 4: Follow-Up
OPTIONS:
A) Provide team-wide awareness training on inclusive communication.
C) Assume the issue is solved once meetings run smoother.
B) Only speak to Mara privately about being more patient.
Conclusion Slide
You’ve explored how conflict and problem-solving can either include or unintentionally exclude employees with disabilities. Inclusion means adapting how we resolve conflicts — not expecting everyone to experience or express tension in the same way. Fair processes, empathy, and accessibility turn disagreements into opportunities for growth and understanding. Reflect: What small change could you make to ensure that conflicts in your workplace are addressed openly, respectfully, and with everyone’s needs in mind?
❌ C) Avoids leadership responsibility.
❌ A) This puts the blame on Alex and may come across as a performance criticism, making it harder for them to share accessibility barriers.
✅ A) Increases team empathy and long-term understanding of disability inclusion. Research shows awareness sessions reduce interpersonal conflict by up to 30% (CIPD, 2023). It turns an individual case into a learning opportunity for everyone.
❌ B) This addresses one person's behaviour but misses the chance to build broader team understanding of inclusive communication.
❌ B) Delays resolution and may worsen team tension
❌ C) Without follow-up, underlying tensions or misunderstandings may resurface — inclusion requires ongoing attention, not a one-time fix.Without follow-up, underlying tensions or misunderstandings may resurface — inclusion requires ongoing attention, not a one-time fix.
❌ C) This assumes the problem lies with Alex rather than with the meeting environment, and ignores potential structural barriers to participation.
✅ B) Builds inclusion through action, without breaching confidentiality. You can say: “Let’s make our meetings more structured so everyone can follow clearly.” This approach normalizes accessibility without singling anyone out.
❌ A) Violates privacy
✅ B) Encourages an open, supportive dialogue about environmental or structural barriers, not personal blame. You learn that Alex often misses key points because people talk over each other or turn away while speaking. They don’t want to complain or draw attention to their disability.
✅ C) is best — it allows for private, respectful discussion and avoids assumptions. It also gives Alex the chance to express if accessibility issues (e.g. fast-paced discussion, poor room acoustics) are part of the problem.
❌ A) Risks confrontation without understanding the cause.