Text version scenario

I was chairing a meeting and the topic had become quite heated. One person in particular had taken the comments more to heart then the rest of the team. I moved the conversation on but he kept moving back to his feelings. So a little frustrated I blurted out “Oh will you stop being such a drama queen”. He later approached me and said, “What were you implying by your comments”. You know I told you in confidence. So what had happened was, a few days prior to that he had introduced me to his husband, outside of work. But had asked me not to let on that he was gay. I obviously agreed and assured him that I would not betray his confidence. But, it then became clear to me that he had felt that I had been homophobic and perhaps even broken his confidence.

Discussion question

• How can the situation be resolved?
• Have you unintentionally hurt someone by using “jargons”/”banters” – what happened?
• How LGBT-inclusive is your workplace (and how do you know)
• Is there anything you can do to make it more inclusive? (LGBT=lesbian, gay, bisexual and transsexual)

Things to consider

Discuss the difference between friendly bantering versus bullying and clear cut harassment. Remember it’s the experience of the person on the receiving, rather than the intention of “the sender”, that matters the most.

• Skanska does not accept any kind of harassment, bullying or discrimination.
• Always try to resolve situations like the one in the scenario by open, candid conversations. If this isn’t possible turn to your manager, your manager’s manager or HR. As last resort there is always also our ethics hotline.
• We will never be “fully done” with inclusion – it’s a continuous improvement journey where all of us are responsible to do our part. An inclusive workplace is characterized by openness, fairness, trust and respect. We should be speak up for each other to safeguard inclusion.