Podcast scenarios
These scenarios reflect the issues discussed in the assigned Construction DEI Talks episodes (S1 Ep8, S1 Ep9, S2 Ep2) and the assigned TEDx talk. The goal is simple: turn DEI into consistent, repeatable communication behaviors.
A supervisor gives instructions to the crew during a fast morning briefing. A few workers stay quiet and nod along. Later, the work is done incorrectly. The supervisor assumes the workers “weren’t paying attention.”
What’s really happening: some workers may be uncomfortable questioning a supervisor publicly, especially across cultures.
Manager fix: use repeat-back (“Walk me through your first step”) and normalize questions.
A new worker misses a detail in an instruction that included slang and vague timing (“ASAP,” “close enough,” “make it work”). The supervisor treats it like a discipline issue instead of a clarity issue.
What’s really happening: unclear language creates mistakes that look like performance problems.
Manager fix: plain language + concrete expectations (what/where/when), then confirm understanding.
A company wants to attract and keep diverse workers, but the onboarding is rushed, inconsistent, and mostly “watch and learn.” New hires don’t know who to ask for help, so they stay quiet and make avoidable errors.
What’s really happening: unclear onboarding creates “insiders vs. outsiders.”
Manager fix: structured onboarding: clear contacts, clear standards, check-ins, and documented expectations.
Two people interpret the same instruction differently because of different assumptions, lived experience, and communication norms. The gap grows when nobody checks understanding.
What’s really happening: “I said it clearly” doesn’t mean “it was received clearly.”
Manager fix: adapt to the listener and verify understanding every time the stakes are high.
On a busy site, a supervisor delivers safety instructions during a toolbox talk while equipment is starting up and people are distracted. Several workers nod and return to work. Later, the task is done incorrectly, creating a safety risk.
The supervisor changes the approach: slower delivery, simpler wording, a quick demonstration, and a repeat-back check with two workers (then the supervisor asks, “Who can show me the first step?”). Mistakes drop immediately, and workers begin asking questions earlier.
Why this supports DEI: it removes “guessing,” protects workers who hesitate to speak up, and creates a fair standard that applies to everyone.
Use this standard for foremen, superintendents, and PMs—especially on multi-language crews.