Case Studies/ Scenarios

Knowing what to say—or what not to say—when someone discloses harm can be challenging in the moment. That’s why we’ve created a series of practice scenarios to help you apply what you’ve learned. These examples reflect real-world situations you might encounter and offer a chance to think through how you would respond with care, clarity, and confidence. Use them to build your skills, reflect on your approach, and prepare to offer supportive, trauma-informed responses.

Scenario 1: Anti-Black racism/ bias

Situation: A Black staff member approaches their supervisor and says, “I’m exhausted. My colleague constantly comments on how ‘well-spoken’ I am and asks where I’m ‘really from.’ I’ve told them it makes me uncomfortable, but they keep doing it.”

Questions for Reflection:

How might the employee feel about these comments?

How should the supervisor respond in the moment?

What follow-up actions should be taken?

How can the workplace proactively prevent microaggressions?

Scenario 2: Misgendering

Situation: A Trans employee tells you that their colleagues keep misgendering them, despite the trans employee correcting the colleague gently. This is making them uncomfortable, disrespected and dehumanized.

Questions for Reflection:

How can you respond to this disclosure?

What actions can the manager take?

What educational pieces can you bring to this environment, without outing the person who has made the disclosure?

Scenario 3: Student Reports Anti-“Woke” Comments by a Professor

Situation: A student reports that their professor dismissed their perspective during a class discussion on colonial history, saying, “That’s just identity politics,” and later made jokes about “woke culture.” The student reports this incident to you.

Questions for Reflection:

How would you respond to the student?

What campus resources could you suggest for them?

Scenario 4: Islamophobic/ Xenophobia Incident at Work

Situation: A Muslim employee wears a hijab and has noticed that colleagues frequently made comments about barbaric, sexist cultures, especially those who are ‘Islamist’ or ‘Taliban’ in her presence.  Recently, someone made an inappropriate joke about immigrants who are ‘terrorist sympathizers.’ She reports feeling excluded and unsafe at work.

Questions for Reflection:

How can you respond to this disclosure?

What actions can the manager take?

How can leaders address exclusionary workplace cultures?

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