2021 BAE Systems Business Conduct Training: Voicing Values in the Workplace Facilitator's guide
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2021 BAE Systems Business Conduct Training: Voicing Values in the Workplace Facilitator’s guide
Table of Contents
Chief executive officer message 3 Scenario 1:
Quick start guide 4 Delays—Part 1 11
Delays—Part 2 12
Delivering the training 6
Scenario 2:
Before the training 6
On the clock—Part 1 13
During the training 7
On the clock—Part 2 14
After the training 8 Scenario 3:
Defective parts—Part 1 15
Scenario selection matrix 9 Defective parts—Part 2 16
Scenario 4:
Team dynamics—Part 1 17
Team dynamics—Part 2 18
Scenario 5:
Quick start guide Acting up—Part 1 19
See page 4 Acting up—Part 2 20
Scenario 6:
Scenario
selection matrix Purposeful disruption—Part 1 21
See page 9
Purposeful disruption—Part 2 22
2 | Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the Workplace
Chief executive officer message
Dear Colleagues,
This year our annual Business Conduct Training focuses on Voicing Values in the Workplace. As you know, values
are a reflection of our belief systems, our compass for right and wrong guiding how we live and work. Our
company has a belief system as well, reflected in the principles in our Code of Conduct. Voicing Values in the
Workplace is about understanding those principles and speaking up when we see something that isn’t right, even
when we’re uncomfortable doing so.
When we feel uncomfortable speaking up, that’s usually a sign our values are being tested — that we’re
struggling to decide between doing the right thing and minding our own business. It is in those moments, when
our employees need to know that it is safe to give voice to those values. I expect all of our leaders — from the front
lines to the top of the organization — to be willing to listen, to provide thoughtful feedback when questions or
concerns arise, and to take action when that’s the right thing to do. Our employees deserve to have leaders that
create safe spaces and live our values every day.
This year’s Business Conduct Training is an important opportunity to reinforce our values and culture.
I encourage you to take the time to have meaningful conversations with your teams about how each of us can
speak up and more openly give voice to our values. If you can, try to give personal examples of areas you’re working
on to live our values or be willing to share stories of those times when you wish you had spoken up or done
something differently. We can all learn from each other.
Thank you for your active participation in our annual
workshop. Your engagement in these training sessions
demonstrates your dedication to meeting the high
standards of business conduct our customers,
communities, and colleagues expect and deserve.
Tom
Tom Arseneault
President & CEO, BAE Systems, Inc.
Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the Workplace | 3
Quick start guide Before
the training
The purpose of this guide is to help
managers and supervisors prepare to
facilitate a Voicing Values in the 1 Prepare
Read the Facilitator Guide
Workplace workshop. On the
Choose two scenarios most applicable
following pages you will find detailed,
to your team
step-by-step instructions on how to
Decide whether to use the videos or
facilitate the 2021 Business Conduct scenario scripts
Training, but below is a quick- Plan the training environment
reference overview. (physical and/or digital)
✓ Please use this checklist
as an easy way to prepare
for the training.
2 Know the materials
Watch the videos you’ve selected or
read through the scenario scripts
Note the key messages
Each scenario is set in one of the working
environments experienced by our employees, Familiarize yourself with the
but remember: the issues and dilemmas presented participant handout
in the scenarios are relevant wherever we work. It’s
your role as a facilitator that will make the
dilemmas universally applicable.
4 | Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the Workplace
During After
the training the training
3 Introduce the training
Explain the value of the training
6 Follow up
Answer questions brought
and how it relates to our work up by your team
Present the Chief Executive Ensure all team members
Officer message on page 3 have completed and recorded
their training by the due date
Play the introduction video or
read the message
4 Share selected
training scenarios
Present the chosen videos, or
read the scenario scripts
Ask the questions provided to
start the conversation
5 Close the session
Talk about ethics resources
(Code of Conduct, HelpLine,
Local Ethics Officers)
Remind your team to record
training completion in REACH,
Success Factors, or by signing a
class roster
Thank the participants
Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the Workplace | 5
Delivering
the training
The purpose of this guide is to help managers
and supervisors prepare to host a Voicing
Values in the Workplace workshop. This section
contains the detailed information you need to
facilitate a successful experience.
As a result of their participation in a facilitated
workshop, an employee should be better able to:
We encounter ethical dilemmas and conflicting values on a
uu Analyze scenarios to identify issues and behaviors daily basis. The key to effectively resolving the dilemmas is:
that run counter to our values Obtain information, ask questions, talk to others, and
uu Engage as a team to identify strategies and reframe the concern.
techniques for speaking up when decisions are
The discussions in this workshop support strategies and
being made counter to Company or personal values
techniques for speaking up. The discussions you facilitate will
uu Better understand and align with our commitments help participants learn how they might resolve dilemmas or
under the Code of Conduct
conflicts and overcome the fear of speaking up.
uu Embrace the responsibility to ask questions and
report concerns This training is designed to empower employees to act
– to help them decide what to say or do – after they have
determined what the “right thing” to do is. Open and
Before transparent dialogue can create a positive work environment
in which employees feel comfortable speaking up. As a
the training manager, you play a critical role in listening and taking action
when an employee asks a question or reports a concern.
Preparation Select scenarios
uu Familiarize yourself with this Facilitator’s Guide, the scenarios, and Choose one scenario from Group A and one scenario from Group B.
the key messages from each scenario. Consider the issues explored in each scenario and pick the ones most
applicable to your team. Decide whether to share the scenarios as
uu Think about how to make this session engaging and valuable. Have
videos or using the scenario scripts. There are six scenarios, each
you delivered training before? Could your expertise support others,
presented in two parts. The first part of the scenario depicts a situation
or would you benefit from a discussion with a colleague who has
in which an employee feels someone’s action or decision is being made
delivered this training before?
counter to our values. The second part of the scenario portrays the
uu Workshops should be conducted in accordance with site safety supervisor’s perspective as they weigh the options on how to best
protocols. If it is a virtual meeting, consider turning on your cameras handle the situation. This facilitator’s guide provides you with insights
to promote engagement. Consider sharing the scenarios you have and discussion questions for each scenario.
selected with your team so participants can watch them in advance.
Note: the key messages for each scenario part are intended to
Involve participants using on-line chat tools like show of hands, text
summarize the main themes of the scenario, once the primary
chat, or polls to gather input. Be sure to test these methods first.
discussions have taken place.
uu If you cannot use the videos, scenario scripts are available. Either the
facilitator or session participants can read the scenario scripts aloud. Scenario Scripts
You may download and print the scenario scripts by visiting the
Reserve your time and place intranet site.
Reserve a location to hold your hour-long workshop, or schedule Participant Handout
the online platform (WebEx, TelePresence, etc.). Remember to book a Distribute the one-page participant handout as a tool for extending
room with the right technology and test that technology thoroughly the learning of this workshop into daily work life.
in advance.
Video Locations
See the Inc. or your sector ethics page on OneSpace.
6 | Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the Workplace
During
the training
Supporting resources
What makes a
• Please contact your Local Ethics Officer with any questions about facilitating the workshop.
successful session?
A successful Business Conduct Training
• If needed, copy or print additional copies of training materials.
session requires great facilitation, active
• Confirm access to training videos using the online links. participation from all attendees, and relevant,
• Contact your local IT helpdesk if you are experiencing difficulties playing the videos. meaningful discussions.
• If holding the session remotely, or if you have network connectivity problems, download Here are some tips for achieving a
a copy of the videos before the training, or use the scenario scripts. successful session:
uu Ask open-ended questions and actively
listen to everyone’s contribution.
“Welcome to BAE Systems’ uu Encourage balanced participation
You can use this from everyone; try to prevent one
introduction for 2021 ethics training, which or two individuals from dominating
the training this year is called Voicing the discussion.
Values in the Workplace.” uu Encourage participants to share relevant
personal experiences; share your own
experiences to demonstrate how the issues
Delivering the session may relate to your work environment.
As a result of today’s workshop, you should be better able to: uu Help your team consider similar
uu Analyze scenarios to identify issues or behaviors that run counter to our values situations that could occur in their
working environment.
uu Engage as a team to identify strategies and techniques for speaking up when
decisions are being made counter to Company or personal values uu Remember, you don’t need to have all the
answers – if a question or challenge comes
uu Better understand and align with our commitments under the Code of Conduct
up that you can’t answer in the moment,
uu Embrace the responsibility to ask questions and report concerns make a commitment to get expert
guidance and come back to the team.
uu I’ll cover the key points from the CEO welcome (page 3) and play a short video.
Then, we will look at a couple of scenarios.
After viewing or reading a scenario, we will discuss:
Part 1 Part 2
uu How do the characters try to explain In addition to the questions from part 1,
their actions or perspective? discuss the questions below.
uu How might the characters find common uu How can managers and employees
ground, so they can work together to bridge the difficulties given the
solve their issues? challenges of culture? How can they
build trust between them?
uu How might the characters prepare before
having a discussion that may be difficult? uu How might you prevent issues such as
these from arising, or discover them
before they become difficult to handle?
We will break up into groups for our discussions. This will give us an opportunity to look
at the situation from different perspectives, consider what may have led to a particular
situation, and determine what impact the situation can have on others.
Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the Workplace | 7
After
the training
Play the selected video/s or use the
scenario scripts
The outlines for each scenario are found beginning on page 11 of this
guide. For each chosen scenario, either watch the video or use the
scenario script. If you are using scripts, you can:
uu Read the script aloud, or ask a volunteer to read the card.
uu Share the script with team members to read
(ensure you print enough copies).
After presenting the video /
scenario scripts
uu Divide the participants into small groups, and answer the questions
associated with the scenario.
uu Assign each group a character from whose perspective the group
will consider the scenario. Have each small group discuss the uu Make sure all of the scenario themes and key messages are covered.
scenario from the assigned character’s perspective using the uu Encourage your team to share any relevant personal experiences,
discussion questions. allowing time for discussion.
uu From the perspective of your character: Run through the second scenario. It is important to engage over an
in-depth discussion of the issues.
Part 1
1. How are the characters trying to explain their actions or
perspective?
Close the training
2. How might the characters find common ground, so they can work As appropriate, cover the following in your closing statement:
together to solve their issues? uu Encourage your team to build discussions about ethical issues into
3. How might the characters prepare before having a discussion that day-to-day activities to raise concerns early and resolve issues at an
may be difficult? earlier stage.
uu Discuss each question, and be sure to bring up any important points uu Address any remaining questions already raised, and confirm the
that the group did NOT think of.
process for unanswered questions.
Move on to Part 2 of the scenario. In addition to the questions from
part one discuss the questions below. uu Provide a reminder of the support available: Your manager, HR,
Local Ethics Officer or the Ethics HelpLine.
1. How can managers and employees bridge the difficulties given the
challenges of culture? How can they build trust between them? uu End the training and thank participants for sharing their views.
2. How might you prevent issues such as these from arising, or
discover them before they become difficult to handle? Recording the training
uu This Facilitator’s Guide provides you with insights, along with After the session, it is the responsibility of each individual to record
questions and key messages for each scenario. their training in REACH, Success Factors, or by signing a class roster.
Note: the key messages at the end of each scenario are intended to Leaders should ensure that all team members have completed and
wrap up or summarize the main points of the scenario, once the
recorded their training by the due date.
primary discussions have taken place.
uu Your role is to facilitate a discussion guided by those questions, and
to demonstrate that you are a leader who welcomes diversity of
Following up
thought and opinion. Finally, follow up on any outstanding questions from your team.
8 | Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the Workplace
Scenario selection matrix
Below is a summary of each of the training scenarios, which can be presented using the videos or by using the
scenario scripts. Choose one scenario from Group A and one scenario from Group B to share with your team.
Select the scenarios with the most relevant themes faced by your team, and use your experiences and those of
your team, both inside and outside work, to relate the scenario to your work environment.
Group
Scenario information Themes Characters
A Delays uu Speak up culture Skyler, employee
Part 1
Charlie,
Skyler tells Charlie he used some harsh language during a team
Skyler's supervisor
meeting and was overheard by Alex, a high-level manager.
Delays uu Retaliation Charlie,
Skyler's supervisor
Part 2
Alex, high-level manager
Alex tells Charlie he wants Skyler moved off the project after he
overheard Skyler at the team meeting.
On the clock uu Use of Company assets Sierra,
senior-level employee
Part 1 uu Time charging
Jon, employee
Sierra tries to counsel Jon, an employee with critical skills, that he uu Workplace respect
needs to be working and not spending his time on the internet.
uu Integrity
On the clock uu Use of Company assets Rohit, program manager
Part 2 uu Time charging
Carol,
Rohit makes Carol aware of Jon’s inappropriate internet usage and uu Workplace respect
Jon and Sierra’s manager
derogatory comments.
uu Integrity
EAB
1 enecS
einahpetS
Defective parts uu Quality Sara, employee
Part 1 uu Loss of reputation
Thomas, Sara's manager
Sara tells Thomas she found a defective part while working on an uu Customer issues
assembly and questions whether this requires a report and if there
BAE
Scenario 7
Petra
could be a bigger issue.
Defective parts uu Quality Thomas, Sara’s manager
Part 2 uu Loss of reputation
Marco, manager
Thomas tells Marco he is not going to include Sara in future uu Customer issues
meetings because she is trying to make him look bad.
uu Retaliation
Facilitator’s guide | | 2021 BAE Systems Business Conduct Training: Voicing Values in the Workplace | 9Group
Scenario information Themes Characters
B Team dynamics uu Speak-up culture Irina, employee
Part 1 uu Workplace respect
Lauren, employee
Irina and Lauren discuss how Lisa talks over Sally during meetings uu Inclusion
and shoots down all her ideas.
Team dynamics uu Integrity—lead by example Tricia,
engineering manager
Part 2 uu Workplace respect
Michelle, supervisor
Tricia comes to Michelle, concerned about Lisa’s behavior uu Speak-up culture
toward Sally.
Acting up uu Inclusive workplace behavior Paula, employee
Part 1 uu Favoritism
Roger, employee
Paula and Roger discuss their coworker George’s public
political activities.
Acting up uu Bullying Camila, supervisor
Part 2 uu Retaliation
Adrith, supervisor
Camila asks Adrith for advice about how to handle George’s
political activities and their effects on the workplace.
Purposeful disruption uu Inclusive workplace Mauro, manager
Part 1 uu Respect
Angela, manager
Mauro asks Angela to remove a controversial item from her desk.
Purposeful disruption uu Inclusive workplace Stephanie, manager
Part 2 uu Respect
Mauro, manager
Stephanie tells Mauro that Angela’s controversial item is causing uu Accountability
a disruption among her team members.
10 | Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the WorkplaceScenario 1 Delays
Stage 1: Stage 2:
Start the discussion Key messages for part 1
Divide the participants into small groups. uu Open and transparent communication among
Assign each group one of the following team members is crucial to a project’s
perspectives: success. In this scenario, it looks like Skyler’s
approach of honesty has already had positive
uu Skyler, employee
results—he has created an environment in
uu Charlie, supervisor which his team members proactively speak
up if they see potential issues that could
The small groups should spend 5-10 minutes
impact a project.
discussing the questions below.
Scenario 1 From the perspective of
uu While it is understandable that Skyler wants
to be honest with his team members, it may
Delays: Part 1 your character:
1. How are the characters trying to explain
benefit him to talk to Charlie to find out why
upper management has made decisions that
are causing the delays. Without the full
their actions or perspective? context, Skyler may be unintentionally sowing
mistrust or resentment of upper management
2. How might the characters find common
Summary among his team members. In discussing the
ground, so they can work together to
Skyler tells Charlie he used some concern with Charlie, he may discover a new
solve their issues?
harsh language during a team perspective on the issue and find a better
meeting and was overheard by 3. How might the characters prepare before way to frame the messaging with his team.
Alex, a high-level manager. having a discussion that may be difficult?
uu The Company counts on employees raising
Discuss each question and be sure to bring up concerns on issues that may negatively
any important points that the group did NOT impact our business. Clearly, Skyler wants to
think of. do the right thing, by raising honest concerns.
However, it may have helped to talk to his
Once participants have provided their
manager so he understands the reasoning
thoughts, the facilitator should highlight the
behind the decisions and management’s
key messages listed on the right.
perspective so he could have conveyed it
Main Characters appropriately to his team. Then if Skyler still
has concerns he could express those to his
Skyler, employee manager, Charlie, or upper management.
Charlie, Skyler’s supervisor
Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the Workplace | 11Scenario 1 Delays
Stage 1: Stage 2:
Start the discussion Key messages for part 2
Divide the participants into small groups. uu Alex is asking Charlie to do something he is
Assign each group one of the following not comfortable doing—move a valuable
perspectives: team member off a project because he raised
concerns in a disagreeable manner. Moving
uu Charlie, Skyler’s supervisor
Skyler off the project could be seen as
uu Alex, high-level manager retaliation for raising concerns. Such a move
could affect team members’ willingness to
The small groups should spend 5-10 minutes
speak up in the future.
discussing the questions below.
Scenario 1 From the perspective of
uu We will not tolerate adverse action against
anyone for raising an issue or concern in good
Delays: Part 2 your character:
1. How are the characters trying to explain
faith. Adverse action includes instances where
an employee is dismissed, demoted,
suspended, threatened, harassed, excluded or
their actions or perspective? deliberately marginalized. Any manager or
Summary 2. How might the characters find common
employee found to have retaliated against
Alex tells Charlie he wants Skyler someone who has raised a concern in good
ground, so they can work together to
moved off the project after he faith will face disciplinary action, which could
solve their issues?
include dismissal.
overheard Skyler at the team
3. How might the characters prepare
meeting. uu Charlie has pointed out Skyler’s value to the
before having a discussion that may be
team and the fact that the Company has
difficult?
already made a significant investment in
4. How can managers and employees providing special training for Skyler to work
bridge the difficulties given the on the project. He has also pointed out
challenges of culture? How can they potential adverse outcomes of moving Skyler
build trust between them? to help reframe the issue for Alex.
Main Characters 5. How might you prevent issues such as uu For Alex it is critical that he approach
these from arising, or discover them conversations in a way that demonstrates his
Charlie, Skyler’s supervisor before they become difficult to handle? willingness to listen and understand others’
Discuss each question and be sure to bring perspectives, even when the news is negative.
What he does with that understanding will
Alex, high-level manager up any important points that the group did
either open the door for further
NOT think of.
communication or aggravate the situation.
Once participants have provided their
thoughts, the facilitator should highlight the
key messages listed on the right.
12 | Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the WorkplaceScenario 2 On the clock
Stage 1: Stage 2:
Start the discussion Key messages for part 1
Divide the participants into small groups. uu While the comments made by Jon about
Assign each group one of the following Sierra’s age were inappropriate, Sierra
perspectives: needs to find a better approach with Jon.
Since Sierra is not Jon’s manager, to bring
uu Sierra, senior-level employee
concerns up with him she should consider
uu Jon, employee the best way to frame her concerns.
The small groups should spend 5-10 minutes uu Sierra could talk with other colleagues to
discussing the questions below. formulate the best way to speak up.
Scenario 2 From the perspective of
Abusive, humiliating or intimidating
behavior is never acceptable. Allowing
On the clock: your character:
this type of behavior undermines BAE
Systems’ commitment to fostering a
Part 1
1. How are the characters trying to explain constructive and productive workplace.
their actions or perspective? There are no special protections for
employees, regardless of their status in
2. How might the characters find common
the Company or the skills they bring to
ground, so they can work together to
the job.
Summary solve their issues?
Sierra tries to counsel Jon, an uu In this scenario, Jon and Sierra both have
3. How might the characters prepare before
employee with critical skills, that he very different work styles. They both
having a discussion that may be difficult?
need to respect the other's styles and
needs to be working and not
Discuss each question and be sure to bring treat each other with respect. Jon also
spending his time on the internet.
up any important points that the group did needs to realize that he is part of a team
NOT think of. and by working on his own schedule
without consideration of the team, he
Once participants have provided their
can be holding them up and causing
thoughts, the facilitator should highlight the
Main Characters key messages listed on the right.
issues by not working at the same pace
and during the same work time.
Sierra, uu In addition, Jon needs to make sure he is
senior-level employee charging his time appropriately to the
customer project. Timesheets form the
Jon, employee
basis of the costs we charge the
customer, so it is vital that all project
timesheets give a true and accurate
representation of the time spent working
on that job.
Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the Workplace | 13Scenario 2 On the clock
Stage 1: Stage 2:
Start the discussion Key messages for part 2
Divide the participants into small groups. uu Carol could discuss the issue with peers
Assign each group one of the following to help her frame how to address the
perspectives: matter. She could also practice what she
wants to say with Jon to more effectively
uu Rohit, program manager
communicate her concerns and
uu Carol, Jon and Sierra’s manager expectations.
The small groups should spend 5-10 minutes uu Carol could also set clear expectations for
discussing the questions below. her work group regarding labor charging
Scenario 2 From the perspective of
and also foster a safe environment for
speaking up.
On the clock: your character: uu Now that Rohit has made Carol aware of
Jon’s work attitude and behavior towards
Part 2
1. How are the characters trying to explain
his coworkers, Carol can hold Jon
their
EAB actions or perspective?
1 enecS
accountable if he does not meet the
2.
einahHow
petS might the characters find common Company’s standards for appropriate
ground, so they can work together to workplace conduct.
Summary solve their issues?
uu We can generally use Company IT assets
Rohit makes Carol aware of Jon’s 3. How might the characters prepare for limited personal use as long as this
inappropriate internet usage and before having a discussion that may be does not interfere with our business
derogatory comments. difficult? duties and is in line with Company
policies.
4. How can managers and employees
bridge the difficulties given the uu We are all responsible for protecting
challenges of culture? How can they Company assets and make sure they are
build trust between them? not compromised, lost, damaged,
Main Characters 5. How might you prevent issues such as
misused or wasted.
these from arising, or discover them
Rohit, program manager before they become difficult to handle?
Discuss each question and be sure to bring
Carol, up any important points that the group did
Jon and Sierra’s manager NOT think of.
EAB
Once participants have provided their
1 enecS
thoughts, the facilitator should highlight the
einahpetS
key messages listed on the right.
14 | Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the WorkplaceScenario 3 Defective parts
Stage 1: Stage 2:
Start the discussion Key messages for part 1
Divide the participants into small groups. uu Sara could gather information and talk
Assign each group one of the following with her colleagues to understand
perspectives: Thomas’s perspective and be open to
listening to his views. Sara could also
uu Sara, employee
practice with a colleague what she wants
uu Thomas, Sara’s manager to say to Thomas to more effectively
communicate her concerns and develop
The small groups should spend 5-10 minutes
responses that are in alignment with their
discussing the questions below.
shared goals.
Scenario 3 From the perspective of uu Sara has brought up a concern regarding
Defective parts: your character:
product quality, but Thomas seems more
worried about meeting the deadline than
Part 1
1. How are the characters trying to explain addressing her concerns. If Sara has a
their actions or perspective? concern about the safety or quality of a
product, Thomas should take her
2. How might the characters find common
seriously, even if he thinks her concerns
ground, so they can work together to
are unfounded.
E
enario 7
Summary solve their issues?
tra Sara tells Thomas she found a uu While it is understandable that Thomas is
3. How might the characters prepare before
defective part while working on an under pressure to meet the deadline,
having a discussion that may be difficult?
assembly and questions whether this overlooking a possible quality issue is
Discuss each question and be sure to bring up never acceptable. Faulty parts are
requires a report and if there could
any important points that the group did NOT potentially very serious, since product
be a bigger issue.
think of. quality issues can cause serious damage
to our business and reputation. The
Once participants have provided their
safety of our products relies on the
thoughts, the facilitator should highlight the
Main Characters key messages listed on the right.
application of our safety policies and
processes, and on the behaviors and
Sara, employee attitudes of each of us.
uu Any concerns regarding the safety of a
product, or the application of policies and
Thomas, Sara’s manager
processes, should be raised immediately
with your manager or Quality.
BAE
Scenario 7
Petra
Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the Workplace | 15Scenario 3 Defective parts
Stage 1: Stage 2:
Start the discussion Key messages for part 2
Divide the participants into small groups. uu Thomas could talk with his peers to
Assign each group one of the following understand Sara’s perspective and help
perspectives: him reframe the issue. Thomas could also
practice what he wants to say to Sara to
uu Thomas, Sara’s manager
ensure his messaging is in alignment with
uu Marco, manager the shared goals of the organization.
The small groups should spend 5-10 minutes uu In thinking that Sara is trying to make him
discussing the questions below. look bad, it appears that Thomas has
Scenario 3 From the perspective of
forgotten to take the Company’s
reputation into consideration. The
Defective parts: your character:
Company counts on every employee to
speak up if they have concerns about an
Part 2
1. How are the characters trying to explain issue that might harm customers or cause
their actions or perspective? problems for the Company. While Sara’s
concern may turn out to be unfounded,
2. How might the characters find common
Thomas should take her concerns seriously
ground, so they can work together to
and investigate the matter. Meeting a
Summary solve their issues?
deadline will be overshadowed if the parts
Thomas tells Marco he is not going to 3. How might the characters prepare are found to be defective.
include Sara in future meetings because before having a discussion that may be
she is trying to make him look bad.
uu Not including Sara in future meetings
difficult?
because she challenged him about the
4. How can managers and employees report could be seen as retaliation for
bridge the difficulties given the raising a concern. Each of us wants to be
challenges of culture? How can they treated as a valued member of the team,
build trust between them? and given equal opportunities to
Main Characters 5. How might you prevent issues such as participate in team discussions without
these from arising, or discover them fear of disparagement.
Thomas, Sara’s manager before they become difficult to handle? uu As a manager, Thomas should be setting
Discuss each question and be sure to bring an example by serving as a role model for
the high standards of conduct expected
Marco, manager up any important points that the group did
NOT think of. throughout the Company. He should also
be creating a positive work environment
Once participants have provided their where his team feels comfortable raising
thoughts, the facilitator should highlight the concerns and asking for advice. In fact,
key messages listed on the right. Thomas should be taking action to protect
his team members from retaliation if they
speak up about issues or concerns.
16 | Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the WorkplaceScenario 4 Team dynamics
Stage 1: Stage 2:
Start the discussion Key messages for part 1
Divide the participants into small groups. uu Lauren and Irina could have a practice
Assign each group one of the following conversation to coach Sally to help her
perspectives: speak up if she is comfortable doing so.
uu Irina, employee uu To create a constructive and productive
workplace, we must listen to others and
uu Lauren, employee
value their input—even when their views
The small groups should spend 5-10 minutes differ from our own. Proactively seeking
discussing the questions below. alternative views helps create an
Scenario 4 From the perspective of
environment in which others feel they
can speak up.
Team your character: uu Each of us wants to be treated as valued
dynamics:
members of the team, and given equal
1. How are the characters trying to explain
opportunities to participate in team
their actions or perspective?
discussions without fear of
Part 1 2. How might the characters find common
ground, so they can work together to
solve their issues?
uu
disparagement.
Abusive, humiliating or intimidating
behavior is never acceptable. At BAE
3. How might the characters prepare before Systems, all employees, without
Summary having a discussion that may be difficult? exception, have a responsibility to
Irina and Lauren discuss how Lisa contribute to creating an inclusive,
Discuss each question and be sure to bring
talks over Sally during meetings respectful work environment.
up any important points that the group did
and shoots down all her ideas.
NOT think of. uu It is important to also discourage gender
bias when identifying negative behavior.
Once participants have provided their
The term “queen bee” is an unhelpful
thoughts, the facilitator should highlight the
Main Characters key messages listed on the right.
stereotype because it stems from an
expectation that women should act a
certain way (i.e., always be nice and
Irina, employee
smile). Further, women can be perceived
negatively when acting assertively. To be
Lauren, employee clear, when being assertive crosses the
line to being intimidating, it becomes
unacceptable behavior.
uu When we observe inappropriate or
Supporting Characters: unacceptable behavior, we have an
obligation to do something about it.
uu Sally—Younger, shorter-tenured
This may mean talking to the person or
employee (not pictured)
people involved, discussing the matter
uu Lisa—Longer-tenured employee with our manager, or seeking advice from
(not pictured) one of the many resources available to us.
Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the Workplace | 17Scenario 4 Team dynamics
Stage 1: Stage 2:
Start the discussion Key messages for part 2
Divide the participants into small groups. uu Now that Tricia has brought the matter to
Assign each group one of the following Michelle's attention, Michelle may want
perspectives: to speak with her direct employees as
uu Tricia, engineering manager well as other managers to see if they
have also witnessed Lisa's behavior and
uu Michelle, supervisor gain their perspectives on the matter.
The small groups should spend 5-10 minutes uu As a manager, Michelle has a
discussing the questions below. responsibility to ensure she has created
Scenario 4 From the perspective of
an environment in which her employees
Team
feel comfortable coming to her with
your character: questions or concerns.
dynamics:
1. How are the characters trying to explain uu Michelle can analyze the arguments that
their actions or perspective? Sally may use to defend her behavior.
Michelle could then develop responses
Part 2 2. How might the characters find common
ground, so they can work together to
solve their issues? uu
that are in alignment with shared goals.
An ethical workplace is one in which
employees are treated fairly, and with
3. How might the characters prepare mutual respect, and this positive
Summary before having a discussion that may be workplace culture contributes to a
Tricia comes to Michelle, concerned difficult? productive team.
about Lisa’s behavior toward Sally.
4. How can managers and employees uu While it is important to recognize that
bridge the difficulties given the people have different ways of
challenges of culture? How can they communicating, it is equally important to
build trust between them? ensure that we respect and value others
Main Characters 5. How might you prevent issues such as as they would expect to be respected and
these from arising, or discover them valued.
Tricia, before they become difficult to handle? uu Allowing bullying and other disrespectful
engineering manager behavior to continue undermines our
Discuss each question and be sure to bring
up any important points that the group did Company’s commitment to fostering an
Michelle, supervisor
NOT think of. inclusive workplace environment that
emphasizes diverse perspectives,
Once participants have provided their collaboration and mutual respect. Failure
thoughts, the facilitator should highlight the to take action makes us part of the
Supporting Characters: key messages listed on the right. problem.
uu Sally—Younger, shorter-tenured
employee (not pictured)
uu Lisa—Longer-tenured employee
(not pictured)
18 | Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the WorkplaceScenario 5 Acting up
Stage 1: Stage 2:
Start the discussion Key messages for part 1
Divide the participants into small groups. uu Paula could identify common concerns that
Assign each group one of the following others may have to reframe the
perspectives: conversation. She may want to consider
speaking with other peers who could
uu Paula, employee
provide coaching.
uu Roger, employee
uu We respect the rights of employees to be
The small groups should spend 5-10 minutes involved in political activity on their own
discussing the questions below. time. To ensure that our personal activities
Scenario 5 From the perspective of
are not mistaken for activities of the
Company, we must not use Company time,
Acting up: your character:
property or equipment to carry out or
support our personal political activities; and
Part 1
1. How are the characters trying to explain always make it clear that our views and
their actions or perspective? actions are our own and not the
Company’s.
2. How might the characters find common
ground, so they can work together to uu While it may be true that George is
Summary solve their issues? politically active on his own time, he should
Paula and Roger discuss their be aware that those activities could become
3. How might the characters prepare before
coworker George’s public public and could be associated with the
having a discussion that may be difficult?
Company, especially if he is recognized by a
political activities.
Discuss each question and be sure to bring customer or if he is wearing clothing with
up any important points that the group did the Company’s name on it.
NOT think of.
uu George should also be aware that his public
Once participants have provided their political activity could have a negative
thoughts, the facilitator should highlight the impact on his workplace relationships if his
Main Characters key messages listed on the right. behavior is contrary to the Company’s
values. In this case, he has already had a
Paula, employee confrontation because of it at work.
Everyone is entitled to their opinions, but
those opinions also come with certain
Roger, employee responsibilities and consequences.
Supporting Character:
uu George (not pictured)
Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the Workplace | 19Scenario 5 Acting up
Stage 1: Stage 2:
Start the discussion Key messages for part 2
Divide the participants into small groups. uu Camila has taken the first step in asking
Assign each group one of the following Adrith for advice on how to handle the
perspectives: matter. She could also identify common
concerns by talking with other
uu Camila, supervisor
employees.
uu Adrith, supervisor
uu We all have a right to participate in the
The small groups should spend 5-10 minutes political process. However, our political
discussing the questions below. activities should not enter our workplace,
Scenario 5 From the perspective of
especially if those activities impact how
we treat others and undermine our
Acting up: your character:
Company’s commitment to fostering an
inclusive workplace environment that
Part 2
1. How are the characters trying to explain emphasizes collaboration and mutual
their actions or perspective? respect.
2. How might the characters find common uu We are a large, global company bringing
ground, so they can work together to together people from a wide variety of
Summary solve their issues? backgrounds, origins, experiences and
Camila asks Adrith for advice cultures. We are all responsible for
3. How might the characters prepare
about how to handle George’s respecting and valuing others as they
before having a discussion that may be
political activities and their would expect to be respected and
difficult?
valued. It is important that we maintain
effects on the workplace.
4. How can managers and employees the high standards of behavior that are
bridge the difficulties given the expected of us by the customers we serve
challenges of culture? How can they and the communities in which we
build trust between them? operate. This means that we can hold
Main Characters 5. How might you prevent issues such as different views without having to agree
these from arising, or discover them but should also be mindful that our views
Camila, supervisor before they become difficult to handle? shouldn’t influence our workplace
decisions and how we interact with our
Discuss each question and be sure to bring colleagues.
Adrith, supervisor up any important points that the group did
NOT think of.
Once participants have provided their
thoughts, the facilitator should highlight the
Supporting Character: key messages listed on the right.
uu George (not pictured)
20 | Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the WorkplaceScenario 6 Purposeful disruption
Stage 1: Stage 2:
Start the discussion Key messages for part 1
Divide the participants into small groups. uu In this situation, Mauro may want to discuss
Assign each group one of the following the matter with a peer to determine next
perspectives: steps in preparation for a discussion with his
supervisor. He could practice the discussion
uu Mauro, manager
he will have with his supervisor on a
uu Angela, manager respected colleague and get feedback on
the communication.
The small groups should spend 5-10 minutes
discussing the questions below. uu We are a large, global company bringing
Scenario 6 From the perspective of
together people from a wide variety of
backgrounds, origins, experiences and
Purposeful your character:
cultures. We value and celebrate the
individual differences and perspectives each
disruption:
1. How are the characters trying to explain employee brings to the job every day.
their actions or perspective?
uu We are all responsible for respecting and
Part 1
2. How might the characters find common valuing others as they would expect to be
ground, so they can work together to respected and valued. Angela may argue
solve their issues? that she has just as much right to display her
flag as other employees display items that
3. How might the characters prepare before
show their cultural heritage, but her motive
Summary having a discussion that may be difficult?
for doing so—to purposely cause others to
Mauro asks Angela to remove a Discuss each question and be sure to bring feel uncomfortable—creates a negative
controversial item from her desk. up any important points that the group did work environment.
NOT think of. uu As a manager, Angela should be serving as a
Once participants have provided their role model for the high standards of conduct
thoughts, the facilitator should highlight the expected throughout the Company.
Main Characters key messages listed on the right. uu Furthermore, actions or behaviors that
reflect racist ideologies are not tolerated and
Mauro, manager
will be addressed immediately and with
appropriate consequences. It is important
Angela, manager that we provide a safe workplace for
employees to feel respected, heard and
empowered to thrive.
uu Angela’s behavior is creating obstacles that
make functioning together difficult. It
interferes with work, productivity, morale,
and even the rights of fellow employees and
our safety.
Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the Workplace | 21Scenario 6 Purposeful disruption
Stage 1: Stage 2:
Start the discussion Key messages for part 2
Divide the participants into small groups. uu Prior to Mauro having another
Assign each group one of the following conversation with Angela, he could take
perspectives: several actions to increase his confidence
to prepare for a more successful dialogue:
uu Stephanie, manager
1) identify common concerns to use to
uu Mauro, manager reframe the conversation; 2) analyze the
arguments that Angela could use to
The small groups should spend 5-10 minutes
defend her behavior; 3) develop
discussing the questions below.
responses that are in alignment with
Scenario 6 From the perspective of
shared goals; and 4) practice what he
Purposeful
wants to say to her with a peer who can
your character: provide coaching.
disruption:
1. How are the characters trying to explain uu At BAE Systems, all employees, without
their actions or perspective? exception, have a responsibility to
Part 2
contribute to creating an inclusive,
2. How might the characters find common
respectful work environment. Managers
ground, so they can work together to
are held to a higher standard and it is
solve their issues?
troubling that Angela’s direct reports are
3. How might the characters prepare before refusing to work with her.
Summary having a discussion that may be difficult?
Stephanie tells Mauro that
uu We will each contribute to creating an
4. How can managers and employees inclusive work environment, where
Angela’s controversial item is
bridge the difficulties given the individuals are respected and where the
causing a disruption among her
challenges of culture? How can they value of having a diverse workforce is
team members. build trust between them? recognized. We do not tolerate
5. How might you prevent issues such as harassment through any means or of any
Main Characters these from arising, or discover them kind, including sexual, verbal, non-verbal
before they become difficult to handle? and physical. We each have a personal
Stephanie, manager responsibility to make sure that neither
Discuss each question and be sure to bring up we nor anyone else behaves this way.
any important points that the group did NOT
uu At BAE Systems, we do not allow display
Mauro, manager think of.
of symbols related to hate speech. This is
Once participants have provided their not intended to weigh the value or
thoughts, the facilitator should highlight the specific meaning of any particular symbol
key messages listed on the right. to an individual nor is it intended to
declare someone’s personal views to be
incorrect. Further, it does not mean that
we prohibit all cultural items and apply
these rules uniformly without discretion.
Rather, we intend to advance an inclusive
environment which reflects our values by
limiting offensive or divisive displays that
run counter to those values.
22 | Facilitator’s guide | 2021 BAE Systems Business Conduct Training: Voicing Values in the WorkplaceYou can also read
