On a Saturday night in the fall of 2015, a woman was attending a charity event at a golf and country club in Toronto alo
Posted: Tue Apr 26, 2022 12:58 pm
On a Saturday night in the fall of 2015, a woman was attending a
charity event at a golf and country club in Toronto along with her
baby and partner. During the dinner her two-and-a-half-month old
baby became hungry so she went into a secluded hallway in a
discreet corner outside of the dining area where she sat in a chair
to feed him.
While seated in the chair feeding her baby, a male service
manager approached her with a large tablecloth to shield her from
view because of complaints from people who did not want to see her
breastfeeding while they were eating. She was told that she was
visible to patrons in a members-only dining area. Although she was
seated in a chair in the corner of the hallway, she was told that
she was still visible to patrons.
The woman was then escorted to the basement to continue feeding
her baby and told that she would be “more comfortable there,” a
move that she felt was an attempt to accommodate people who are
intolerant of something natural. “I thought, why are people
disgusted or upset by the sight of a child eating while they are
eating? It didn’t make any sense to me,” said the mother. I took
Jacob (her baby) off the breast and covered up and he led me
downstairs to the basement,” she said.
“The way it was handled, I was slightly embarrassed because he
made me feel like it was a shameful thing by sort of covering me up
and saying people didn’t want to see it.” She did not say anything
to the manager at the time because she was so surprised. “I kind of
went along with it,” she said. “And then I felt like, wait a
minute, what just happened here? And why didn’t I kind of stand up
for myself at the time?” She left shortly after and the charity’s
organizers said they would speak with the golf club.
The woman’s partner took a photo of her breastfeeding and posted
it and a description of the incident on Facebook. People from all
around the world sent messages of support and outrage over the
incident. The post also prompted a backlash from parents and
patrons of the club. By Sunday afternoon, the page was full of
comments from people condemning the club’s actions. The club’s
Facebook page also received dozens of one-star reviews.
“After getting a flood of support, I suddenly realized that a
lot of women don’t really know the law, don’t really know that it’s
not OK for people to ask you to move and make you feel like you’re
doing something wrong breastfeeding,” she said. “Personally, I feel
why should I have to cover up when I’m breastfeeding? The baby’s
head covers the breast anyway, this is a perfectly natural thing to
do. It’s necessary to sustain life, so why are we made to feel
shameful of it?”
The Ontario Human Rights Commission says that women have the
right to breastfeed in a public area and not to be disturbed or
asked to move to a more discreet location. The commission also
states that such services including those offered by restaurants,
cafes, stores, and at parks must be provided to breastfeeding women
without discrimination.
The following Monday, the president of the club’s board of
governors and the chief operating officer sent an apology to the
woman and posted it publicly. The letter stated, “Our staff member
should have acted differently and not have asked you to move to
another location at the club to continue feeding your baby. We
deeply regret that this caused you to feel embarrassed.” The letter
also stated, “We recognize that you and other mothers who come to
the [club] as members or guests are entitled to breastfeed their
children without covering up and should not be asked to move from a
location that is comfortable and convenient for them,” and “We
unreservedly apologize for the discomfort this caused you.”
The apology also indicated that the club plans to make sure its
staff are aware of the province’s human rights code as it applies
to women breastfeeding and will provide sensitivity training to its
staff to make them aware “of the needs and rights of breastfeeding
mothers.”
The women accepted the apology and said, “Well I’m very pleased.
First of all because the apology was public and second of all it
was going to come with sensitivity training for the staff.” She
said the club took the corrective measures she wanted, but she has
a message for those who discriminate against breastfeeding mothers.
“I say that this is a beautiful act. It’s an act that sustains
life. It’s very important as a way of bonding between mother and
child, and it’s a human right.”
Identification of the case issues Proactive response Hypothesis Further considerations Identification of legislative issues HR impact Risk identification Issue resolution Action Using the above thought cycle as a guide, we are able to consistently analyze the case study Stage Analysis Identification of While breastfeeding her child in a discreet location, a woman was first the case issues: provided with a tablecloth to cover herself and her child and then asked to move to a basement location by the male manager of a golf and country club. The woman complained to the organization hosting the event she was attending. The incident was posted on social media. The venue provided a clear apology to the woman and stated it would provide sensitivity training to its employees. Hypothesis: The golf and country club employees are unaware of the rights enshrined by the Ontario Human Rights Code with respect to nursing mothers. This is a significant performance gap that must be addressed. Identification of The Ontario Human Rights Code provides clear legislative rights to legislative issues: nursing mothers allowing them to breastfeed in public. Risk identification: If human rights training is not provided to club employees, there will be further similar incidents resulting in more bad publicity and negative exposure through social media. The club may risk loss of revenue and reputation resulting from ongoing human rights violations. Action: Based on the case as described, design and provide a training session for all club employees that encompasses human rights legislation and sensitivity training from a proactive and positive customer service focus. Issue resolution: All employees will be aware of their rights and obligations to uphold the Ontario Human Rights Code. Employees will be able to provide support to club patrons in a positive and respectful manner. HR Impact: Human resources must ensure that appropriate training is developed and provided for all employees. It is up to HR to ensure that training implementation is monitored and reviewed on a regular basis. If further incidents occur, HR must provide additional training and/or appropriate follow-up to ensure that similar incidents do not continue. Further Training on human rights legislation should be expanded beyond considerations: existing club employees. Proactive Develop on onboarding/orientation program for all new employees that response: focuses on proactive service to customers incorporating human rights legislation.
What information would they have obtained if they had conducted a needs analysis? Question 7: 1 ) (1 Point) A needs analysis would have determined the exact requirements, as per the province's human rights codes, the club needed to implement O A needs analysis may or may not have validated the decision to provide sensitivity training to staff, but it would have almost certainly helped in determining whether or not staff were conversant with the province's human rights code. A needs analysis would have provided the necessary data to design and develop a training framework focused on organizational goals independent of the human rights code. O A needs analysis would have validated the decision to provide sensitivity training to staff, and it would have helped determine that the staff were not conversant with the province's human rights code. None of the above. If you conducted a needs analysis, what could you have learned from an organizational analysis? ? Question 8: 8 (1 Point) The club's strategic plan. What the patrons of the club required. The need for sensitivity training How knowledgeable staff are. O None of the above. Question 9: If you conducted a needs analysis, what could you have learned from a task analysis? (1 Point) Staff job descriptions Staff performance reviews Organizational goals and objectives. Annual appraisals and ROI None of the above. Question 10: If you conducted a needs analysis, what could you have learned from a person analysis? (1 Point) O Club's mission statement O Technology audit and cost benefit analysis individual, team, or staff personas Theoretical model for sensitivity training None of the above Question 11: What methods and sources would you use to conduct a needs analysis at the club? Refer to the needs analysis process the the three categories (Organizational, Task and Person analysis) to support your answer. (6 Points)
charity event at a golf and country club in Toronto along with her
baby and partner. During the dinner her two-and-a-half-month old
baby became hungry so she went into a secluded hallway in a
discreet corner outside of the dining area where she sat in a chair
to feed him.
While seated in the chair feeding her baby, a male service
manager approached her with a large tablecloth to shield her from
view because of complaints from people who did not want to see her
breastfeeding while they were eating. She was told that she was
visible to patrons in a members-only dining area. Although she was
seated in a chair in the corner of the hallway, she was told that
she was still visible to patrons.
The woman was then escorted to the basement to continue feeding
her baby and told that she would be “more comfortable there,” a
move that she felt was an attempt to accommodate people who are
intolerant of something natural. “I thought, why are people
disgusted or upset by the sight of a child eating while they are
eating? It didn’t make any sense to me,” said the mother. I took
Jacob (her baby) off the breast and covered up and he led me
downstairs to the basement,” she said.
“The way it was handled, I was slightly embarrassed because he
made me feel like it was a shameful thing by sort of covering me up
and saying people didn’t want to see it.” She did not say anything
to the manager at the time because she was so surprised. “I kind of
went along with it,” she said. “And then I felt like, wait a
minute, what just happened here? And why didn’t I kind of stand up
for myself at the time?” She left shortly after and the charity’s
organizers said they would speak with the golf club.
The woman’s partner took a photo of her breastfeeding and posted
it and a description of the incident on Facebook. People from all
around the world sent messages of support and outrage over the
incident. The post also prompted a backlash from parents and
patrons of the club. By Sunday afternoon, the page was full of
comments from people condemning the club’s actions. The club’s
Facebook page also received dozens of one-star reviews.
“After getting a flood of support, I suddenly realized that a
lot of women don’t really know the law, don’t really know that it’s
not OK for people to ask you to move and make you feel like you’re
doing something wrong breastfeeding,” she said. “Personally, I feel
why should I have to cover up when I’m breastfeeding? The baby’s
head covers the breast anyway, this is a perfectly natural thing to
do. It’s necessary to sustain life, so why are we made to feel
shameful of it?”
The Ontario Human Rights Commission says that women have the
right to breastfeed in a public area and not to be disturbed or
asked to move to a more discreet location. The commission also
states that such services including those offered by restaurants,
cafes, stores, and at parks must be provided to breastfeeding women
without discrimination.
The following Monday, the president of the club’s board of
governors and the chief operating officer sent an apology to the
woman and posted it publicly. The letter stated, “Our staff member
should have acted differently and not have asked you to move to
another location at the club to continue feeding your baby. We
deeply regret that this caused you to feel embarrassed.” The letter
also stated, “We recognize that you and other mothers who come to
the [club] as members or guests are entitled to breastfeed their
children without covering up and should not be asked to move from a
location that is comfortable and convenient for them,” and “We
unreservedly apologize for the discomfort this caused you.”
The apology also indicated that the club plans to make sure its
staff are aware of the province’s human rights code as it applies
to women breastfeeding and will provide sensitivity training to its
staff to make them aware “of the needs and rights of breastfeeding
mothers.”
The women accepted the apology and said, “Well I’m very pleased.
First of all because the apology was public and second of all it
was going to come with sensitivity training for the staff.” She
said the club took the corrective measures she wanted, but she has
a message for those who discriminate against breastfeeding mothers.
“I say that this is a beautiful act. It’s an act that sustains
life. It’s very important as a way of bonding between mother and
child, and it’s a human right.”
- On A Saturday Night In The Fall Of 2015 A Woman Was Attending A Charity Event At A Golf And Country Club In Toronto Alo 1 (178.84 KiB) Viewed 69 times
- On A Saturday Night In The Fall Of 2015 A Woman Was Attending A Charity Event At A Golf And Country Club In Toronto Alo 2 (104.99 KiB) Viewed 69 times
What information would they have obtained if they had conducted a needs analysis? Question 7: 1 ) (1 Point) A needs analysis would have determined the exact requirements, as per the province's human rights codes, the club needed to implement O A needs analysis may or may not have validated the decision to provide sensitivity training to staff, but it would have almost certainly helped in determining whether or not staff were conversant with the province's human rights code. A needs analysis would have provided the necessary data to design and develop a training framework focused on organizational goals independent of the human rights code. O A needs analysis would have validated the decision to provide sensitivity training to staff, and it would have helped determine that the staff were not conversant with the province's human rights code. None of the above. If you conducted a needs analysis, what could you have learned from an organizational analysis? ? Question 8: 8 (1 Point) The club's strategic plan. What the patrons of the club required. The need for sensitivity training How knowledgeable staff are. O None of the above. Question 9: If you conducted a needs analysis, what could you have learned from a task analysis? (1 Point) Staff job descriptions Staff performance reviews Organizational goals and objectives. Annual appraisals and ROI None of the above. Question 10: If you conducted a needs analysis, what could you have learned from a person analysis? (1 Point) O Club's mission statement O Technology audit and cost benefit analysis individual, team, or staff personas Theoretical model for sensitivity training None of the above Question 11: What methods and sources would you use to conduct a needs analysis at the club? Refer to the needs analysis process the the three categories (Organizational, Task and Person analysis) to support your answer. (6 Points)