Module 8-1 Responses (2)
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8-1 Discussion: Case Stu Analysis #2
The main problem in the case, Fostering Success? An Equity Initiative Goes Sideways. Alice Brooks the Executive Director of Fostering Success, an organization dedicated to giving foster kids a childhood and a future (Sage Publications, 2023). After having already gone through four equity initiatives during her tenure that were individually driven, voluntary, and had no budget allocations, with Brooks’ direction the CFO and Human Resources Manager, accepted a proposal from a regional equity and race relations consultant. With approval from the board, the organization agreed to invest $30,000 annually for mandatory all-staff trainings and consultation. The staff wanted to take the initiative in other directions than equity and race, like LGBT, this caused the staff to talk among themselves, and in public spaces, unearthing personal conflicts. This in turn caused conflicts and conflicts to explode, it was deeply divisive, largely along racial lines. In the hope of resolving the conflict, everyone was urged to move on, and emails were sent to the entire staff reminding them of Fostering Success’s commitment to equity and warning against gossip. Ensuing, conflict continued to spread and Brooks (executive director) stepped in and took charge, realigning the nonprofit work and vision. She removed the previously budgeted equity training and replaces it with emotional intelligence training for supervisors and equity team members. The conflict was tremendously unproductive and because of this some of the staff decided to walk away from their commitment and jobs. Brooks said, And I remain confused about how to maintain a safe, open workplace for LGBTQ+ staff and evangelical staff (Sage Publications, 2023).
Approach to solving the problem.
After considering the SWOT (strengths, weaknesses, opportunities, threats) analysis approach to solving the problem my response is, to clear the air about all the conflict and to hold tight to the culture of this nonprofit organization. First of all, yes remove the budgeted equity training and come at the staff with a happy place gathering, whether it is in the office or out of the office, during working hours or after hours, and play games. The games are played with the intent to learn certain subject matter most important to the organization, in the most positive way, and with integrated building relationships with co-workers. This should scratch the surface of weaknesses that staff members have, give opportunity for the growth of relationships, and remove threats that staff members might feel amongst themselves. At the same time giving the organization time and room to harden its beliefs, develop new ways of thinking about its culture, and bring to the table reassuring new aspects for cultural growth.
References:
Publications, Sage, 2023, Fostering Success? An Equity Initiative Goes Sideways.
