This interactive, scenario-based game invites you to navigate real-world ethical dilemmas, explore multiple internal CSR responses, and reflect on the outcomes of their decisions to foster a deeper understanding of values-driven workplace culture.
1
You are a new employee at a marketing firm. During your first week, you notice that your coworkers all regularly stay late and they seem pretty reluctant to take breaks. At one point, while grabbing coffee, you point this out to a colleague. They agree but explain, “That’s just the culture here!” As the new employee, you’re concerned this might signal a lack of boundaries and poor support for employee well-being. What do you do?
a
Say nothing! You really want to fit in and prove yourself, so you decide to adopt the same work habits and push through.
b
Talk to your direct supervisor privately to ask about expectations around overtime, breaks, and wellness.
c
Email HR and request a company-wide audit on work-life balance policies and practices.
2
You are a department head overseeing a very high-stakes project with a tight deadline. Stressful! One of your senior staff suggests that you bypass a step in the internal compliance process to speed things along. "It’s a formality," they say, "and it will save us a week. Plus, we've done it before."
a
Approve the shortcut! This project is critical, and the risk is minimal.
b
Ask for more information by discreetly consulting with the compliance officer to evaluate the implications before deciding.
c
Reject the suggestion and insist the full compliance process be followed, even if it delays delivery.
3
You are a mid-level manager, and you lead a diverse team of employees. During a quarterly review, you realize that the same two employees are consistently recognized in leadership meetings, while others, especially junior staff and employees of color, receive little to no acknowledgment, despite strong contributions.
a
Continue with the current recognition process. Those being acknowledged are performing well!
b
Advocate for more inclusive recognition criteria in leadership meetings and highlight the contributions of overlooked team members.
c
Quietly give extra praise and support to under-recognized team members during one-on-ones but avoid raising concerns with leadership.
Feedback
1
If you chose to say nothing, then you not only risk burnout for yourself, but you also reinforce a culture that undervalues employee wellness. If you chose to email HR, although you maybe have good intentions, going straight to HR may be seen as overstepping before fully understanding team dynamics, which could strain relationships early on. Finally, if you chose to talk to your direct supervisor, NICE! You modeled proactive communication and potentially open a dialogue about sustainable work expectations.
REMEMBER: Employee well-being is a cornerstone of ethical internal culture. Open, respectful communication helps reinforce shared norms around care.
2
If you chose to approve the shortcut, then you meet your deadline, but risk undermining the compliance framework and modeling a culture of cutting corners. If you chose to reject the suggestion, you uphold organizational ethics, though you may face short-term backlash over the delay. If you chose to ask for more information, good work! You exercise good due diligence and collaborative decision-making and model ethical leadership under pressure.
REMEMBER: Ethical leadership involves modeling integrity and accountability, even in moments of ambiguity or urgency.
3
If you chose to continue with the current process, you may unintentionally reinforce systemic biases and miss opportunities to build an equitable team culture. If you chose to quietly give praise, you are well-meaning. However, limiting your response to private praise fails to address broader patterns of inequity. Finally, if you chose to advocate for more inclusive criteria, woo hoo! You demonstrate inclusive leadership and help shape a recognition system that reflects organizational values.
REMEMBER: Internal CSR calls for inclusive structures that ensure equity in recognition, promotion, and leadership visibility.
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