• Publications
  • Conference
  • Training
  • Donation
  • Contact Us

    Shopping Cart

    No products in the cart.

    Sign in Become a Member

    Shopping Cart

    No products in the cart.

    • Sign In
    • Become a Member
    • Menu
    • Publications
    • Conference
    • Training
    • Donation
    • Contact Us

    Racial Conflict at the Law Firm

    Helga Akao November 18, 2018
     

    What Happened? Historical Background to the Conflict

    Donald Trump, the President of the United States, has a history of making racially controversial remarks and taking actions widely seen as playing upon racial anxieties in the United States. He tweeted fake statistics claiming that black Americans are responsible for the majority of murders of whites, and in speeches, he continually linked blacks with violent crime.

    Veronica recently lost a relative in a street crime. No one knows who was responsible for the murder but many believe it was a person of African origin. There have been a few cases of theft, and recently, a young African American was arrested for this offense. Veronica has become used to endlessly seeing young African American men gambling on the streets. She thinks that they are idle and a liability to their country. She strongly believes in Donald Trump’s statements and feels that a lot should be done to ensure that all African Americans are kept in line.

    Lisa is an African American receptionist at a prestigious law firm. She is well known and loved by everyone for having a big heart. She shows concern for everyone and genuinely cares for their wellbeing. She is very efficient in her work and her bosses love her. Most clients know Lisa as the most efficient secretary at the law firm.

    Veronica’s lawyer left Lisa an important document to give to Veronica. Veronica decided to pass by the law firm in the afternoon and pick it up before attending a meeting that should be taking place at about the same time. She didn’t expect it to take long and got agitated when Lisa spent time answering a call she didn’t think was important. Veronica also felt that as one of their important clients she should be attended to with great care.

    Lisa’s friend, Derby, didn’t come to work that day and Lisa was worried about her. Derby has a violent husband and Lisa did not know what may have happened this time around. She earnestly hoped that Derby was well. Lisa, who had been trying Derby’s phone several times, finally received a call from her about the same time Veronica walked in. Lisa did not see Veronica arrive and so she answered the call. Lisa asked Derby how she was and explained that she had been trying to reach her. She listened to everything Derby had to say. ‘Oh hun I was just checking on you,’ that’s all Veronica got from the conversation. The rest was a blur because Veronica immediately assumed that Lisa was busy gossiping on the phone and not taking her job seriously.

    ‘Africans’, Veronica snapped. She had had it with the African American community. ‘I’m sorry, what did you say?’ Lisa asked suddenly furious. She had had it with all the negative attitude people had been giving the African American community and some unfair treatment that she felt she had received. But it was never this bad.

    ‘You should be attending to clients you know, honestly, not everyone has the time for gossip. There are people who actually work and take life seriously to provide for their families. You need to think of that. I am here for the document Mr. Lambert left behind this morning’.

    ‘I am sorry, Ma’am, Mr. Lambert didn’t leave behind any document’. Lisa said with a stark look determined to not help this woman in any way. She would have to get herself someone else to help her.

    Veronica got tremendously upset. Not only was this lady in the wrong but now she was refusing to attend to her. She had trusted this firm with a lot of her work and now she was being ignored by a woman with attitude.

    ‘Now listen here, please don’t waste my time. If you don’t give me that document, I will be forced to complain about you’.

    The firm got to know about this incident between their most hardworking staff member and one of their most important clients. If it is not resolved, it will affect the firm directly.

    Each Other’s Stories — how each person understands the situation and why

    Lisa’s Story — This woman will not get away with disrespecting me and insulting my race. This has to stop.

    Position: She must apologize.

    Interests:

    Safety/Security: It is important that I be assertive and protect myself and others from racist behavior in all forms. It will start with something small and if unchecked will get worse. If I do not stand up now it could get worse.

    Group Needs: Also the environment right now is quite tense as it is; we cannot let people keep forming negative assumptions about us.

    Self-esteem and Respect: I cannot let this woman be rude to me and I continue smiling with her. It will be a sign of weakness and servitude on my part. I am a human being with dignity and should be treated with respect.

    Psychological Needs: I do a lot of great work for this law firm and I am very committed. The least I can expect is to be treated with kindness and respect. No matter how important a client she is I have also given many years to this firm.

    Job Security: I cannot continue to work in a hostile environment. If I do not stand up to this lady my work life will become unbearable and eventually I will have to leave my job. I cannot afford to be without a job and I love this job.

    Veronica’s Story — This lady is just another African American taking up space and making our lives hard. I don’t have to put up with this. It’s time they learned a lesson or two.

    Position: She must be fired.

    Interests:

    Safety/Security: If we do not check the behavior of the African American people in our community they will get out of control and we will pay the price. I already lost my cousin who knows what could happen to me. We are not safe in this environment anymore.

    Financial: I need a law firm that takes efficient care of my business. I cannot afford to have to deal with someone with a lot of attitude and who doesn’t take her job seriously. My business depends on this.

    Psychological Needs: I need to show this woman that she should take her job seriously and to never take me for granted again. I am an important client of this firm. She should acknowledge that.

    Mediation Project: Mediation Case Study developed by Helga Akao, 2018

    View or download mediation case study in PDF

    Case Study developed by Akao, Helga (2018). Racial Conflict at the Law Firm
    DOWNLOAD
    Share
    Categories: Mediation Case Studies
    Tags: law firm, mediation case, Mediation Project, mediation training, organizational conflict, racial conflict

    Subscribe

    Receive new publications and articles from our insightful authors


    We Do Not share your email or information with anyone or 3rd party
    Helga Akao

    Related Articles

    Intercultural Communication and Competence

    Intercultural Communication and Competence on ICERM Radio aired Saturday, August 6, 2016 @ 2 PM Eastern Time (New York). 2016 Summer Lecture Series Theme: “Intercultural Communication and…

    Share
    ICERM August 6, 2016

    Communication, Culture, Organizational Model and Style: A Case Study of Walmart

    Abstract The goal of this paper is to explore and explain the organizational culture – the foundational assumptions, shared values and system of beliefs –…

    Share
    Basil Ugorji, Ph.D. October 23, 2022

    Black Lives Matter: Decrypting Encrypted Racism

    Abstract The agitation of the Black Lives Matter movement has dominated the public discourse in the United States. Mobilized against the killing of unarmed black people, the…

    Share
    Basil Ugorji, Ph.D. July 12, 2016

    Complexity in Action: Interfaith Dialogue and Peacemaking in Burma and New York

    Introduction It is crucial for the conflict resolution community to understand the interplay of the many factors converging to produce conflict between and within faith…

    Share
    Paul Adem Carroll November 3, 2016

    Article Categories

    • Briefings
    • Calls for Papers
    • Calls for Proposals
    • Journal of Living Together
    • Mediation Case Studies
    • Meetings Coverage
    • Podcasts
    • Press Releases
    • Public Policy Papers
    • Statements

    Archives

    • February 2023
    • January 2023
    • December 2022
    • November 2022
    • October 2022
    • September 2022
    • August 2022
    • July 2022
    • May 2022
    • April 2022
    • March 2022
    • February 2022
    • January 2022
    • November 2021
    • October 2021
    • February 2021
    • December 2019
    • November 2019
    • October 2019
    • May 2019
    • March 2019
    • December 2018
    • November 2018
    • October 2018
    • August 2018
    • May 2018
    • April 2018
    • February 2018
    • January 2018
    • December 2017
    • November 2017
    • October 2017
    • September 2017
    • August 2017
    • June 2017
    • May 2017
    • December 2016
    • November 2016
    • October 2016
    • September 2016
    • August 2016
    • July 2016
    • June 2016
    • May 2016
    • April 2016
    • March 2016
    • February 2016
    • January 2016
    • December 2015
    • November 2015
    • October 2015
    • July 2015
    • May 2015
    • October 2014
    • September 2014
    • December 2013

    About Us

    • Who We Are
    • What We Do
    • Global Leadership
    • Our History
    • Our Beliefs
    • Our Partners
    • Award Recipients

    Projects & Campaigns

    • Mediation Training
    • International Conference
    • International Divinity Day
    • Living Together Movement
    • Virtual Indigenous Kingdoms
    • Living Together Retreat
    • World Youth Convention

    Quick Links

    • Community Members
    • News Feed
    • Groups
    • Contact Us

    Publications

    • Journal of Living Together
    • Mediation Case Studies
    • Public Policy Papers
    • Briefings
    • Statements
    • Meetings Coverage
    • Publication Excerpt Links
    • Submit Proposals
    • Submit Call for Papers
    • Membership Login

    Membership Package

    Media

    • Videos
    • Photos
    • Podcasts
    • Press Releases

    Events

    • Event Registration
    • Event Calendar
    • Upcoming Events
    • Get Involved
    • Join Generic Membership
    • Join Associate Membership
    • Join Executive Membership
    • Join Corporate Membership
    • Join Backer Membership
    • Careers
    • Post a Job
    • Jobs Dashboard
    DONATE TODAY
    Annual Conference Sponsorship
    • Founding Documents
    • Bylaws
    • Privacy Policy
    • Terms of Use
    • Fraud Alert
    • FAQs
    • Contact
    Facebook Twitter Youtube Linkedin

    Subscribe to Our NewsLetter

    Receive updates on new Events, International Conferences, Publications, and Articles from our Insightful Authors


    75 South Broadway, Ste 400, White Plains, NY 10601, United States of America

    Copyright © 2012 – 2023 International Center for Ethno-Religious Mediation (ICERMediation)

    U.S. 501 (c) (3) tax exempt public charity, non-profit and non-governmental organization

    In Special Consultative Status with the United Nations Economic and Social Council (ECOSOC)

    Racial Conflict at the Law Firm

    Report

    There was a problem reporting this post.

    Harassment or bullying behavior
    Contains mature or sensitive content
    Contains misleading or false information
    Contains abusive or derogatory content
    Contains spam, fake content or potential malware

    Block Member?

    Please confirm you want to block this member.

    You will no longer be able to:

    • See blocked member's posts
    • Mention this member in posts
    • Invite this member to groups
    • Message this member
    • Add this member as a connection

    Please note: This action will also remove this member from your connections and send a report to the site admin. Please allow a few minutes for this process to complete.

    Report

    You have already reported this .