Leading With Diversity, Equity and Inclusion: Approaches, Practices and Cases for Integral Leadership Strategy

Organize Your Reality
Preface
Contents
About the Editors
Contributors
Part I: Leading a Diverse Workforce
Chapter 1: Awakened Leadership as a Pillar for Diversity, Equity, and Inclusion
DEI: How Did We Land Here?
Awakened Leaders: How They Fit In
Wakefulness as a Foundation for DEI
Awakened Leaders and DEI: Some Practical Reflections
Caroline A. Wanga
Amanda McCalla-Leacy
Binna Kandola
References
Chapter 2: Diversity Approaches in Organizations: A Leadership Perspective
Diversity Approaches in Organizations: A Leadership Perspective
Diversity Approaches in Organizations: Definitions and Variations
The Effects of Diversity Approaches on Intergroup Processes and Outcomes
The Effects of Diversity Approaches on Intragroup Processes and Outcomes
Applications of the Diversity Approaches Paradigm for Organizational Leadership
How Can Leaders Use Scholarly Insights to Shape Effective Diversity Approaches?
Additional Considerations and Future Directions for the Intersections of Leadership and Diversity Approaches
Enacting Leadership Through the Lens of Diversity Approaches
The Role of Diversity Approaches on the Emergence of Diverse Leaders
Organizational Diversity Approaches and the Individual
References
Chapter 3: Compassion and Diversity: A Conceptual Analysis of the Role of Compassionate Leadership in Fostering Inclusion
Introduction
The Role of Inclusive Leadership in Maintaining Diversity and Inclusion
Compassion at Work
Leader Compassion and Inclusive Leadership
Conclusion
References
Chapter 4: Transformational Leadership and Change Management in Dynamic Contexts
Introduction
Theory of Leadership
Trait Theory
Behavioral Theory
Contingency Theories
Contemporary Theories
Strategic Leadership Theories
Supervisory Theories of Leadership
Upper Echelon Theory
New Leadership Theories
Managerial, Visionary and Strategic Leadership
Emergent Leadership Theories
Transformational Leadership
Change Management, Engagement and Inclusion
Role of Transformational Leadership in Changing Contexts
Conclusion
References
Chapter 5: Shifting Leadership in Black Communities: A Needed Change
Conceptual Thought: How Do We Navigate This New Normal of Weaponizing Change, Domestic Extremists, and Insurrection Attempts?
African American Leadership
Case of Image Management and Missed Opportunity for Leadership Shift
A Case of Image Impression and Missed Opportunity
Intergenerational Leadership
Shifting Leadership
The Constructs for African American Leadership
Leaders Can Be Anyone
Building Relational Trust
Building Spiritual Capital
Building Economic/Social Capital
Learning in Public
Bringing It All Together
References
Chapter 6: Responsible Leadership in a Post-Pandemic World
Introduction
Responsible Leadership
Organizational Diversity, Equity, and Inclusion
Crisis Events in the Contemporary World
Organizational Vulnerability and Resilience in Times of Crisis
Stakeholder Engagement in Times of Crisis
Crisis Management
Responsible Leadership in Times of Crisis
References
Chapter 7: Development of an Inclusive Leadership Theory Rooted in Respect for Human Dignity
Introduction
Bad Leadership
Good Leadership
Respectful Pluralism
Leadership Theories
Authentic Leadership Theory
Autocratic Leadership Theory
Charismatic Leadership Theory
Democratic Leadership Theory
Laissez-Faire Leadership Theory
Servant Leadership Theory
Situational Leadership Theory
Spiritual Leadership Theory
Transformational Leadership Theory
Transactional Leadership Theory
Conclusion
The City Is Ours
References
Part II: Diversity, Equity and Inclusion in Organizations
Chapter 8: Brave Dialogues: An Essential Leadership Practice to Foster Diversity, Equity, and Inclusion in Organizations
Introduction
Why Brave Dialogues Foster Inclusion
How to Conduct a Brave Dialogue
Success Factors for Brave Dialogues
Success Factor #1: Awareness of Power Dynamics
Success Factor #2: Awareness of Conflict Styles
Success Factor #3: Understanding of Culture
Guidelines for Conducting Brave Dialogues
Limitations and Possibilities
Conclusion
References
Chapter 9: Top-Down Workplace Diversity and Inclusion
Introduction
Diversity Defined
Rethinking Workplace Diversity
Mindset
Emotional Intelligence
Organizational Culture
Individuals
Groups and Teams
Organizations
Change Agent
Kotter’s 8 Steps to Change Model
Creating Diversity in the Workplace
The Use of Kotter’s 8 Stage Change Model
Planning Stages of Change Model
Implementing Stages of Change Model
Sustaining Stages of Change Model
Rethinking Diversity Course Structure
Conclusion
References
Chapter 10: The Ethics of Employee Diversity in Different Kinds of Businesses
Introduction
Different Kinds of Domestic Businesses
Amazon: Diversity Orientation
Goya: Ethnicity Orientation
Small Local Businesses
Models of Diversity and Inclusion
Model for a Pluralistic Society
Model for a Homogeneous Society with Immigration
MNE-Host Country Relationships
Governance Boards and Top Management Teams
The Business Case Logics
Conclusion
References
Chapter 11: Understanding Gender and Organizations: A Literature Review
Introduction
Gender Equality
Gender Diversity
Gendered Organizations: A Literature Review
Conclusion
References
Chapter 12: Inclusive Leadership in Health Care Organizations: Promises and Prospects
Introduction
Inclusive Leadership: Definitions, Predictors and Outcomes
Models and Styles of Healthcare Leadership
General Conceptualizations of Leadership in Healthcare Sector
Leadership Styles in Health Care Leadership
Benefits of Health Care Organizations from Inclusive Leadership
Micro-individual Outcomes
Group Level Outcomes
Organizational Outcomes
Macro-societal Outcomes
Inclusive Leader Responses to New Healthcare Threats
Discussion
Inclusive Leadership During COVID-19 Pandemics
Implications for Practice
Recommendations for Further Research
Concluding Comments
References
Chapter 13: To Guide and Support: Inclusive Leadership in Helping Professions Based on Occupational Therapy
Introduction
Occupational Therapy as a Profession and Its Relationship with Inclusive Leadership
Material and Methods
Inclusive Leadership and Occupational Therapy in Light of This Study
Basic Descriptive Statistics of the Analyzed Quantitative Variables
Work Experience and Frequency of Declaring Specific Situations That Require Leadership Skills
Participants’ Age and Assessment of Leadership as an Element Related to the Profession of an Occupational Therapist
Participants’ Age and Assessment of Their Own Leadership Skills
Participants’ Work Experience and Responses Related to Focusing on the Strengths and Skills of Coworkers Rather Than Their Weaknesses
Participants’ Age and Responses Related to Being a Role Model
Participants’ Work Experience and Their Assessment of the Ability to Admit Their Own Mistakes
Discussion
Conclusions
References
Chapter 14: What Makes Diversity, Equity, and Inclusion Possible?
Introduction
Links Between Actions and Results with Regards to Diversity, Equity, and Inclusion
Positive Linkages Between Actions and Results
Negative Linkages Between Actions and Results
Ambiguous Linkages Between Actions and Results
Mechanisms Giving Rise to Verifiable Leadership Decisions
Internal Motivation and Authentic Intentions
Recruiting, Retaining, and Promoting Diverse Employees
Bridging, Bonding and Generative Interactions
Resource-Based View of Diversity, Equity, and Inclusion with Causal Ambiguity
Causal Ambiguity as a Barrier to Imitation
Causal Ambiguity as a Barrier to Knowledge Transfer
Causal Ambiguity as a Trigger to Organizational Learning
Interventions to Facilitate Communication of Change Initiatives
Interventions Focusing on Different Time Points in Development of Inclusive Climate
Interventions Focusing on Specific Versus Multiple Issues (Intersectionality)
Interventions Focusing on Direct Mitigation Versus Capacity Building
References
Chapter 15: Leading Strategic Change in Organizations Today
Introduction
Theory of Strategic Change Management
Changing Dynamics in the Workplace Today
Leading Change in Diverse Work Environments
Role of Engaged Leadership in Change Management
Conclusion
References
Chapter 16: Diversity, Equity and Inclusion as Fertile Foundation for Workplace Well-Being, Optimal Performance, and Planetary Health
Prologue
Introduction
Why Planetary Health
Diversity, Equity and Inclusion
A Framework to Guide Change from within the Workplace
Individual Mindset/Values
Collective Culture
Competencies and Behaviors
Environment and Systems
Conclusion and Key Chapter Takeaways
References
Part III: Diversity, Equity and Inclusion in Education
Chapter 17: Inclusive Leadership in Higher Education: An Approach to Encourage Management Innovation and a Climate for Creativity
Introduction
Inclusive Leadership and Management Innovation
Inclusive Leadership and Climate for Creativity
Diversity Strategy as a Boundary Condition
Discussion
References
Chapter 18: Decentering Whiteness: A Leadership Strategy for Diversity, Equity, and Inclusion in Higher Education
Introduction
Technical Responses to Diversity, Equity, and Inclusion in Higher Education
White Supremacy Culture and Resistance to Change
Dialogue to Decenter Whiteness: An Adaptive Change Strategy
Targeted Ways to Decenter Whiteness in Higher Education
References
Chapter 19: Co-Conspirators: The Journey of Two Educators to Engage JEDI Within Critical Leadership Education
Introduction
First-Person Reflections: Autoethnography as Catalyst for Deepening Personal Mission for JEDI
Julia’s Story
Nicole’s Story
Innovation #1: Cross-Cutting Issues (CCI)
Description of Innovation
How the Innovation Enhances Diversity and Inclusion
Summary of Innovation
Innovation #2: Identities Exercise
Description of Innovation
How the Innovation Enhances Diversity and Inclusion
Summary of Innovation
Final Reflections: How This Work has Catalyzed Our Personal Mission for Justice
References
Chapter 20: Community Cultural Wealth: A Reflective Analysis
Introduction
My testimonio
Community Cultural Wealth
Aspirational Capital
Linguistic Capital
Familial Capital
Social Capital
Navigational Capital
Resistant Capital
Diversity, Equity, and Inclusion in Education
References
Chapter 21: The Changing Diversity and Inclusion Landscape of Canadian Universities: The Université de Montréal Case
Introduction
The EDI Turn in Canadian Universities
An Unexpected Entry of EDI at the Université de Montréal
An Action Plan Promising a Comprehensive Change
The Making of a Local and National EDI Leader
Conclusion
References
Chapter 22: Ethos of Diversity, Equity and Inclusion in Leadership Strategy for Sustainable Quality and Standard Education in Higher Ed Institutions in Kenya
Introduction
Statement of the Problem
The Objective of the Study
Research Questions
Literature Review
Methodology
Data Collection Procedure
Key Findings
Conclusion
Recommendation
Appendix
Questionnaire
Ethos of Diversity, Equity and Inclusion in Leadership Strategy for Sustainable Quality and Standard Education in Higher Institutions in Kenya
Visitors Are Welcome
References
Part IV: Diversity, Equity and Inclusion: Interdisciplinary and Global Deliberations
Chapter 23: The Intersectionality Frame: #SayHerName and Exposing the Overlapping Double Discrimination of Racism and Sexism
Introduction
Violence Against Black Women
The Intersectionality Frame: Exposing Multiple Interconnected Discriminations
The Necessity of the #SayHerName Campaign
Intersectional Feminism & Leadership Lessons
Conclusion
References
Chapter 24: Freedom and Accountability: Leaders’ Lived Experience of the Challenges Connected to Covid-19
Introduction
Theoretical Background
Crisis Leadership and Interpersonal Behavior During Crisis
Inclusion and Servant Leadership
Methodology
Findings
Discussion
Conclusion
References
Chapter 25: Sheik Zayed in Psychobiography: A Transformational Intercultural Competent Leader
Introduction
The United Arab Emirates in the Middle East
Transformational Leadership
Cultural and Intercultural Competence in Leadership
Psychobiography as a Research Method
Research Approach
The Sample
Data Collection, Analysis, Interpretation and Reporting
Ethical Considerations
Transformational Leadership, Cultural and Intercultural Competence in Sheikh Zayed’s Life
Childhood, Teenage Years and Young Adulthood (1918–1946)
Political Growth (1946–1971)
President of the United Arab Emirates (1971–2004)
Conclusions and Recommendations
References
Chapter 26: The Board Needs More Courage to Make the Decision to Hire a Woman CEO: Women Directors Call for More Inclusive Hiring Procedures
Introduction
Icelandic Context
CEO Recruitment
Lack of Diversity Among CEOs and CEO Candidates
Diversity and Inclusion in Executive Search Processes
Diversity Management and Inclusion in Succession Planning
Methodology
Study Participants and Procedure
Analysis
Findings
“I Wanted to Ensure that the Process Would be Professional”
“Women Always Lose When the Process is Like This”
“Those Who Pull the Strings are Mostly Men”
“The Board ... as a Whole Must Have More Courage”
Discussion
Conclusion
References
Chapter 27: Establishing a Solid Foundation for Understanding Diversity, Equity, and Inclusion: Pivoting from Confrontation to Discovery to Action
The Big Picture
The Noel Hypothesis
Techniques of Dominance
The American Story
Arrival of the British Settlers in the Americas
Immigrant Groups
White Ethnics
Latinos
African Americans
Asian Americans
Recent Immigrants
DEI in the Context of Employment
Management Training for Effective Results
Overall Benefits and Pitfalls of DEI Training
Personal, Organizational, and Societal Benefits of DEI Training
Personal
Organizational
Societal
Recommendations for Successful DEI Programs
Conclusion
References
Chapter 28: Taking Meaningful Action Against Racism in the Time of Climate Change
Introduction
Climate Change Indicators
Origins and Markers of Racism
Housing
Healthcare
Environmental Racism
Cases
Conclusion and Potential Solutions
References