Equality, Diversity, Inclusion
Teams at all organisational levels, in any sector
This play explores some of the key equality grounds including disability and family status, and also highlights the fear associated with disclosing something about yourself which may influence how you are perceived at work.
Illustrating the impact on team members and the wider organisation, we explore the benefits of an organisational culture where diversity and inclusion is proactively supported and the consequences of getting it wrong.
JACKIE: Look, people say all sorts of things. Mostly they wonder how much they'll have to pick up the slack for someone else.
GRAINNE: So there has been talk.
JACKIE: Well, I don't get into it. Just as I didn't get into it with HR about your . . . .
GRAINNE: You mean they don't know?
JACKIE: No, of course not.
GRAINNE: You didn't report our conversation?
JACKIE: Why would I? You told me in confidence. It wouldn't be appropriate.
GRAINNE: What do you mean appropriate? Jackie, I told you that I have a condition that may, or may not, impact on my performance at work. You're my direct manager. I told you in that capacity.
JACKIE: But I thought that you...
GRAINNE: I didn't tell you as a friend. It wasn't a friendly chat. There are boundaries. When I tell you something in work you have to treat that appropriately. So, you're saying that they don't know.
JACKIE: Yes, I'm saying that the company doesn't know.
GRAINNE: So where does that leave me?