When a diverse workforce reports unequal experiences
Harbourview Health Alliance is a fictional multi-site Ontario healthcare organization with a strong public commitment to diversity. Yet a new employee experience survey, promotion review, accommodation audit, and several complaints suggest that representation has not translated into equitable workplace experiences.
The Board has asked you to lead a 90-day fairness audit and recommend a defensible action plan. You must distinguish evidence from assumption, identify systemic barriers, apply human rights and employment-law principles, and make choices that strengthen inclusion.
Central question: Which employment systems should Harbourview change first, and how will you justify those decisions?
6care sites
9,400employees
58%racialized workforce*
24%racialized senior leaders*
*Fictional case data created for learning purposes.
PHASE 2
Build the Evidence Picture
Evidence reviewed: 0/5
You have time to examine five evidence files before the executive meeting. Strong HR analysis uses multiple forms of evidence rather than relying on one complaint, one statistic, or one leader's interpretation.
Select an evidence file
The evidence will appear here. Look for patterns, alternative explanations, legal implications, and missing information.
PHASE 3
Three Decision Rooms
Decisions: 0/3
Choose the response you would defend to employees, managers, the Board, and where applicable, a legal or regulatory decision-maker.
ROOM A • ACCOMMODATION
The Weekend Rotation
A respiratory therapist requests a modified weekend schedule related to a Code-protected need. The manager says granting it would be unfair because everyone should follow the same rotation.
ROOM B • SYSTEMIC BARRIERS
The Leadership List
Entry to Harbourview's leadership program depends entirely on manager nomination. No criteria are published and employees cannot apply. Five years of data show a diverse workforce but a much less diverse senior leadership group.
ROOM C • RECONCILIATION & VOICE
The Reconciliation Strategy
Executives propose mandatory cultural-awareness training as Harbourview's complete Indigenous inclusion strategy. Indigenous employees ask for safer reporting, leadership opportunities, policy review, and meaningful participation.
PHASE 4
Build Your 90-Day Board Plan
Select exactly 4 priorities
Choose four actions that together address legal responsibility, organizational systems, employee experience, and accountability.
0 of 4 priorities selected.
EXECUTIVE OUTCOME
Your leadership profile
0/ 14
Evidence Reviewed
Decision Quality
Board Priorities
Management Takeaway
Diversity describes who is present. Equity and inclusion require leaders to examine how employment systems distribute opportunity, respond to difference, remove barriers, protect rights, create voice, and measure outcomes.
Executive Reflection
Which recommendations were primarily about legal compliance, which went beyond minimum compliance, and which addressed organizational systems rather than individual behaviour?
