? HR complaint for hostile work envt

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Say a senior leader ran a research group that took in college students for training. The students are paid a stipend.

On the end of the program, senior leader takes everyone out for a simple lunch at a nearby restaurant.

During the conversation while seated, Student 1 (say 1 is a federally recognized race) tells the story of a former faculty who really made life hell for her in almost abusive conditions as an assistant. Student 2 (2 is another federally recognized race) remarks "I dont want to be racist but I bet that faculty is race 2" then laughs and everyone laughs. Senior leader laughed with them to be polite.

Weeks pass, and apparently Student 3 from a different race then 1 or 2, reports the group to HR for hostile work environment. Note that Student 2 made fun of own race, not student 1 or 3's race.

If senior leader agrees to dei training, will this all just go away?! Any way to fight this?

Love to hear what the actual topic of the research group was.

Sounds like everyone may have been female too, and the story's protagonist, so you're pushing up on gender tropes too at the lunch.

FYI - Student 1 b!t(hing about a former employee person is very unprofessional and easy to look up.

Racist Gossip City at that lunch. The manager must have set quite the tone for those kind of convos. THat or she had a bunch of loose lips at lunch.

Those are massive assumptions. Is that how you lead your life, jumping to conclusions?

OP can answer.

I've been to 25+ years of business, company and recruiting dinners. It ain't the college boys complaining all time or saying, "I don't want to racist, but was your bad boss XYZ race?!" It's catty females, making themselves look bad.

Yikes, I've been in business 20+ years too, and in my profession, I have seen everything. But, leading with personal biases is a really unhealthy way to view the world and potentially discriminatory to others.

Op and HR can answer who the gossip students and gossip manager were. They’ll all be off the survey project and job circuit soon enough.

[Anonymous]

Anonymous wrote:

Anonymous wrote:
Depends on the culture at your workplace: I would try to persuade HR that this was not a racist incident. I would also remove student 3 from any hiring consideration, and not give them a good reference (diplomatically, of course). We need fewer idiots in the workplace.

This is a classic racist incident and a way to disenfranchise employees in the workplace. The fact that a senior leader laughs is troublesome.

This

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Say a senior leader ran a research group that took in college students for training. The students are paid a stipend.

On the end of the program, senior leader takes everyone out for a simple lunch at a nearby restaurant.

During the conversation while seated, Student 1 (say 1 is a federally recognized race) tells the story of a former faculty who really made life hell for her in almost abusive conditions as an assistant. Student 2 (2 is another federally recognized race) remarks "I dont want to be racist but I bet that faculty is race 2" then laughs and everyone laughs. Senior leader laughed with them to be polite.

Weeks pass, and apparently Student 3 from a different race then 1 or 2, reports the group to HR for hostile work environment. Note that Student 2 made fun of own race, not student 1 or 3's race.

If senior leader agrees to dei training, will this all just go away?! Any way to fight this?

Love to hear what the actual topic of the research group was.

Sounds like everyone may have been female too, and the story's protagonist, so you're pushing up on gender tropes too at the lunch.

FYI - Student 1 b!t(hing about a former employee person is very unprofessional and easy to look up.

Racist Gossip City at that lunch. The manager must have set quite the tone for those kind of convos. THat or she had a bunch of loose lips at lunch.

Those are massive assumptions. Is that how you lead your life, jumping to conclusions?

Isn’t it funny how a pattern of behaviors and data points over and over earns a stereotype?

[Anonymous]

Anonymous wrote:Student 1 (say 1 is a federally recognized race) tells the story of a former faculty who really made life hell for her in almost abusive conditions as an assistant

“Wow, it sounds like you had difficulties working together and that’s unfortunate, but it’s best in work settings not to discuss issues you may have had with previous professors or employers or even other coworkers. You never know in life who is listening and how your words might come back to you later. What if Alberto at the end of the table happens to be Professor’s nephew and in 10 years is also the hiring manager for a company you’re interested in. Do you think when you walk in for the interview they won’t remember how you trash talked their aunt to a group of coworkers 10 years ago? In the Future if you have legitimate concerns you should discuss directly and privately with that person or go up the chain of command.”

I’d apologize to HR for not shutting down inappropriate work conversations but I would not play into their race baiting. You should have ended the conversation the minute person 1 started complaining about someone not in the room. If you had done that the person 2 would never have made assumptions about their behavior based on race and person 3 wouldn’t have a leg to stand on but person 1, 2, and 3 might have learned a lesson about how to be a better employee.

[Anonymous]

Anonymous wrote:
Depends on the culture at your workplace: I would try to persuade HR that this was not a racist incident. I would also remove student 3 from any hiring consideration, and not give them a good reference (diplomatically, of course). We need fewer idiots in the workplace.

LOL - reprisal much?

[Anonymous]

Anonymous wrote:Say a senior leader ran a research group that took in college students for training. The students are paid a stipend. On the end of the program, senior leader takes everyone out for a simple lunch at a nearby restaurant. During the conversation while seated, Student 1 (say 1 is a federally recognized race) tells the story of a former faculty who really made life hell for her in almost abusive conditions as an assistant. Student 2 (2 is another federally recognized race) remarks "I dont want to be racist but I bet that faculty is race 2" then laughs and everyone laughs. Senior leader laughed with them to be polite.

Weeks pass, and apparently Student 3 from a different race then 1 or 2, reports the group to HR for hostile work environment. Note that Student 2 made fun of own race, not student 1 or 3's race.

If senior leader agrees to dei training, will this all just go away?! Any way to fight this?

lol. U can’t fight that.

That was a stupid topic for a professional lunch, made stupider by the racial profiling comment, made off the truck by the forced group laughter.

It’s a small world. You’re lucky DEI videos are all they’re throwing at you.