Systematic moral reasoning using utilitarian, deontological, and virtue-based perspectives. Guides students through evaluating consequences, duties, and character in real-world decision-making scenarios.
In this culminating lesson, students act as compliance officers auditing a fictional company's hiring and management practices. They review employee handbooks and interview transcripts to identify violations of federal anti-discrimination laws. The final output is a written report recommending changes to bring the company into compliance.
Focusing specifically on the ADA, students examine the concept of 'reasonable accommodation' versus 'undue hardship.' They work in small groups to review requests for accommodations in a fictional workplace and determine if the requests must be granted under the law.
Students learn the legal distinction between intentional discrimination (disparate treatment) and neutral policies that have negative effects on protected groups (disparate impact). Using real-world case summaries, students analyze company policies to identify potential unintended liabilities.
This lesson provides a deep dive into Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA), focusing on the historical evolution of workplace rights.
Students participate in a 'judicial review' simulation where they categorize complex scenarios as 'Personality Conflict,' 'Unprofessional,' or 'Illegal Harassment.' They must justify their categorization using criteria learned in the sequence.
Students examine how microaggressions contribute to a hostile work environment over time. The lesson emphasizes recognizing patterns of behavior that may not be explicit harassment in isolation but become toxic cumulatively.
Students explore how harassment manifests in remote work and digital spaces, including inappropriate texts, emails, and social media interactions. They develop a code of conduct for digital professional communication.
This lesson focuses on the legal standard that harassment is judged by its impact on the victim, not the intent of the harasser. Students review scenarios where 'jokes' constitute harassment.
Students distinguish between the two primary legal types of sexual harassment: 'this for that' (quid pro quo) and pervasive hostile environments. They analyze clear-cut examples of each to build a working definition.
Students explore the concept of 'protected classes' under federal law, identifying specific categories and reviewing EEOC guidelines through interactive scenarios.
Students step out of role to analyze the simulation outcomes, discussing where systemic bias entered the process. The lesson culminates in a proposal for improving the equity of the admissions review workflow.
Students learn that trust is built slowly over time and create a 'Roadmap to Repair' outlining consistent actions needed to re-establish a friendship.
A comprehensive sequence for 9th-grade students exploring the legal definitions, impacts, and identification of sexual harassment and hostile work environments in the professional world. Students move from basic legal definitions to nuanced evaluations of intent versus impact and digital professional conduct.
This sequence provides 10th-grade students with a comprehensive understanding of federal anti-discrimination laws in the workplace, covering protected classes, major legislative acts, legal theories of discrimination, and practical compliance application.
A 5-lesson sequence for 7th grade students focusing on restorative practices, the difference between intent and impact, crafting genuine apologies, and the long-term process of rebuilding trust after conflict.
This sequence trains 9th-grade students to facilitate peer mediation. It covers the ethics of neutrality, the structural stages of a mediation session, summarizing complex issues into actionable agendas, and drafting sustainable, SMART agreements, culminating in a mock mediation certification.
A comprehensive high school unit on interest-based negotiation and formal mediation. Students move from understanding individual interests to facilitating multi-party resolutions using the Harvard Negotiation Project framework and professional mediation stages.
This sequence uses the FAST framework (DBT) to analyze professional social dynamics, helping undergraduate students identify and mitigate the erosion of self-respect in high-stakes environments like internships and early careers. Students progress from diagnostic analysis of professional failure scenarios to prescriptive intervention design.
A graduate-level inquiry into the role of quantitative metrics in admissions, exploring the technical mechanics of GPA recalculation and the ethical implications of standardized testing through an equity lens.
A comprehensive project-based sequence for graduate students focusing on the strategic curation and management of third-party application materials. Students learn to select recommenders, draft 'brag sheets', navigate ethical considerations like FERPA, and audit application packets for narrative consistency.
A graduate-level exploration of the admissions 'black box,' where students act as admissions officers to navigate the complexities of holistic review, institutional priorities, and systemic bias in post-secondary gatekeeping.
A project-based sequence for 6th graders to develop self-respect using FAST skills. Students explore personal values, digital authenticity, boundaries, and assertive communication to create a comprehensive 'Personal Code of Conduct' manifesto.
A 12th-grade sequence on FAST skills for self-respect, focusing on personal ethics, integrity in communication, and maintaining values in the face of external pressure and digital influence.
A comprehensive guide for graduate students on navigating the complexities of post-interview logistics, recruitment cycles, and managing multiple job offers with professional etiquette.
A report template for students to document their findings from the mock compliance audit, identifying legal violations and recommending corrective actions.
A comprehensive evidence file containing fictional company documents, transcripts, and complaints for students to analyze during the mock compliance audit.
A teacher resource for Lesson 5: The Judicial Review. It includes the correct categorization of assessment scenarios, detailed legal justifications for each, and a grading rubric for student responses.
The final assessment worksheet for Lesson 5. Students categorize complex workplace scenarios as Personality Conflict, Unprofessional, or Illegal Harassment, providing legal justifications for each verdict.
Educational slides for Lesson 5: The Judicial Review. This deck sets up the final simulation, defines the three categories (Conflict, Unprofessional, Harassment), and outlines the assessment task.
A student worksheet for Lesson 4 where they analyze a week's worth of workplace journal entries to identify a pattern of microaggressions. It focuses on the cumulative effect of small behaviors.
Educational slides for Lesson 4: The Pattern of Toxicity. This deck explains how microaggressions contribute to a hostile work environment over time, emphasizing the distinction between isolated incidents and pervasive patterns.
A simulation worksheet where students act as an HR committee to review accommodation requests and determine legal compliance under the ADA.
A student project guide for Lesson 3. Students act as HR consultants to draft a 'Digital Professionalism Policy' for a remote company, defining boundaries for instant messaging, video calls, and social media.
Slide deck explaining ADA terminology, the concept of reasonable accommodation, and the criteria for undue hardship.
Educational slides for Lesson 3: Digital Professional Conduct. This deck covers how workplace harassment translates to digital spaces, the impact of social media interactions between coworkers, and the 'permanence' of digital evidence.
Teacher facilitation notes for Lesson 2: The Impact Standard. It includes guiding questions for the case studies and tips for addressing common student concerns about the "Reasonable Person Standard."
