EE1, one of your direct reports, just left your office. EE1 brought an issue to you; now you have to determine what to do. Here's the issue: Amidst recent layoffs and downsizing, you promoted EE2, one of EE1's peers, to a managerial role. EE



EE1, one of your direct reports, just left your office. EE1 brought an issue to you; now you have to determine what to do. Here's the issue: Amidst recent layoffs and downsizing, you promoted EE2, one of EE1's peers, to a managerial role. EE1 believes he is just as qualified as EE2 and EE1 is frustrated that EE2 got the job. EE1 believes you didn't even consider him. EE1 told you he feels lucky to work at a company that hasn't been hit too hard in these tough economic times. He's worked for you for three years, and for the company, eight years. While there have been layoffs, the quality of EE1's work has never been an issue or a concern. He's been a good worker, reliable and knowledgeable in his field. EE1 is not claiming discrimination - he stated that clearly in your conversation. However, he said he thinks that there are some "e;systemic issues of privilege"e; going on and he wants you to address them. He left the meeting saying, "e;I expect you to do something with this information, or I will have to."e;

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