Inclusive Leadership: Equity and Belonging in Our Communities

Description

Diversity, Equity, Inclusion, Belonging, and Access (DEIB/A) represent essential features of the human side of any organization or community. To fulfil dreams and aspirations and to foster collective flourishing, inclusive leadership is vital. Making this happen is the central challenge and the focus of this collection of chapters comprising a wide variety of authors and perspectives. Inclusive Leadership speaks to the human side of organization and communities. Both practitioners and academics provide insights that broaden our traditional view of diversity issues into a perspective focused on better understanding the theory and practice of inclusive leadership. Chapters include empirical work, ground-breaking ideas, and practical tools from different sectors and parts of the world fundamental to a rich view of DEIB/A. Inclusive Leadership is essential reading for leaders aiming to create a space where individuals find genuine belonging. Half Title Page Title Page Copyright Page Dedication Page Contents About the Editors About the Contributors Foreword Acknowledgments Introduction: The Multifaceted World of Leading Diversity, Equity, Inclusion, Belonging, and Accessibility Part One: Understanding Diversity, Equity, Inclusion, and Belonging Chapter 1: Shared Equity Leadership: A New Model for Making Inclusion and Equity Part of Organizational Culture SEL Research Project SEL Model Personal Journey Toward Critical Consciousness Values Practices Implementation of SEL Starting Up Maintaining Summary References Chapter 2: Inclusive Leadership and Power Defining Inclusive Leadership Defining Power Mutualistic Power Power as Capacity The Intersection of Inclusive Leadership and Power Power-distance Hierarchy Empowerment Learning to Exercise Power When Hope and History Rhyme References Chapter 3: Cultural Humility and Inclusion: Transformation to a Culture of Belonging Failure to Be Inclusive The Need for More Inclusive Organizations Benefits of an Inclusive Organization Cultural Humility and Inclusion Competencies Cultural Humility Inclusion Leadership Competencies Inclusion Competency Inventory Inclusion and Belonging Psychological Safety Results and Discussion Conclusions References Chapter 4: The Impact of Colonialism on Inclusion and Belonging in Organizations Colonialism and DEIB Context Organizational Culture Interpersonal Behaviors Implications and Recommendations References Part Two: Diversity, Equity, Inclusion, Belonging, and Education Chapter 5: The Development of Future Leaders’ Inclusive Competencies: Lessons From a Business Management Course Introduction Thinking About Inclusion Competency Reflective Learning Theory Cognitive Behavior Therapy What We Did Research Context Sample Inclusion Competencies Personal Development Plan Data Collection What We Found What It Means Conclusion References Chapter 6: Advancing Gender Equality in Higher Education in South Africa: Emboldening Women Leaders in Complex Contexts Women in Higher Education Leadership Preparation for the WiL Program Pedagogy and Approach to the WiL Program The WiL Program Program Evaluation Methodology of the Evaluation Findings Relevance Conceptualization Coaching and Peer Group Learning Personal and Professional Changes Relating To and Impacting the Context Conclusion References Chapter 7: Building Diverse and Inclusive Faculty Teams: Practices in Inclusive Leadership in Higher Education Part I: Current Obstacles and Challenges Part II: The Five I’s of Inclusive Leadership Practices Intentionality (and the Challenge of “Institutional Fit”) Invitation Influence Investment Innovation Part III: Recommendations for Practice and Application Across Institutional Type Conclusion References Chapter 8: Inclusive Leadership for Social Justice: DEIB Leadership Programs and Organizations Introduction DEIB Origins and Evolution: Reproducing Power Differentials and the Status Quo Methodology DEIB Program Perspectives on Leadership Development Economics and Diversity Power and Diversity DEIB for Transformative Change Discussion and Conclusion References Chapter 9: Addressing the Goal of Inclusive and Equitable Quality Education and Lifelong Learning for All Moving Beyond Technical Leadership Transformative Leadership Theory (TLT) Concluding Reflection References Chapter 10: Research–Practice Partnership to Reform Special Education Service Delivery in Boston Public Schools Historical Context Theoretical Framework Emerging Research–Practice Partnership Articulating the ToA Building the Human Resource Capacity Data Analysis Steps Goal Setting and Realignment Formative and Summative Evaluation Processes Implications References Part Three: The Application and Practice of Diversity, Equity, Inclusion, and Belonging/Accessibility Chapter 11: An Inclusive Language of Diversity Introduction Diversity Icebreaker® History From Classical Psychological Assessment of an Individual’s Qualities to a Multidisciplinary Approach Multidisciplinary Ground Structure Validity and Reliability of the Assessment The Inclusive and Functional Qualities of the Diversity Icebreaker® Seminar Alternative Models of Leadership Cross-cultural Issues What Cultural Qualities Have Stimulated This Growth in Norway? What Cultural Qualities Are Important to Consider in a Global Application of the Concept? References Chapter 12: Inclusive Leadership: Guide and Tools First, Listen Debriefing Ting: “Listen” Debriefing Cultural Inclusivity Including Other Cultures Debriefing Are American Minorities and Classes “Cultures?” Talking Points About Talking: American Minorities and Classes Social Inclusivity: Sexualities Gender Identity and Sexual Orientation An LGBTQ+ Glossary Debriefing When Someone Comes Out: What Not To Say, What To Say, and Why Debriefing Social Inclusivity: Generations “Slanguage” Throughout the Ages Debriefing Personal Inclusivity: Physical Ability Walk in my Shoes – Then We Can Talk Debriefing Personal Inclusivity: COVID-19: Inclusivity’s Perfect Storm The Petrified, the Pooh-Poohers, and the Put-Upon Debriefing How an Inclusive Cohort Converses Words That Exclude or Include Debriefing Rules of Thumb Summary References Chapter 13: How Inclusive Leaders Can Influence Employee Engagement Introduction Part 1: The Relationship Between Inclusive Leadership and Employee Engagement Part 2: Inclusive Leadership and Shared Identity Part 3: Recommendations and Next Steps for HR Professionals Model Inclusive Leadership Behaviors Collaborate in Creating Team Cultural Norms and Team Behaviors Commitment to Ongoing Development Conclusion References Chapter 14: Fostering an Inclusive Organization Through the Power of Storytelling Inclusive Leadership The ILC Storytelling and Leadership A Storytelling Criteria Integrating Storytelling with ILC Embrace Empower Enable Embed Conclusion References Chapter 15: Achieving Societal Equality by Building Inclusive Corporate Boards The Influence of ESG Gender Diversity and ESG’s Social Pillar The Diversity Gap Improving Board Diversity Through Asch’s Conformity Theory Recommendations Boards Aspiring Board Members Conclusion References Part Four: Diversity, Equity, Inclusion, Belonging/Accessibility: A Community and Global Perspective Chapter 16: Creating Inclusive Leadership in Rural Communities: Lessons Learned in Rural Minnesota Introduction Literature Review The WICP Shifting Our Colonized Lens Ensuring Safety Defining Inclusion Broadly Growing Local Inclusive Purpose Fostering an Environment of Inclusivity Lessons Learned For Moving Forward Think Broadly About Inclusion to Meet Communities Where They Are At Attract, Recruit, and Develop Emerging Leaders Nurture Dominant Culture Leaders to Be Independent and Courageous, and to Challenge Social Exclusion Activate the Community Field Through Cross-sector Collaboration and Innovation Create Safe Spaces for Positive Contact and Discomfort. In That Space, Share Stories Engage Youth Voices Attend to Participant Safety Conclusion References Chapter 17: Inclusive Leadership From a Force Commander’s Perspective Minusma Challenges Turning Diversity into a Strength Gender Conclusion References Chapter 18: Diversity From an Organizational Perspective: Building a Culture Define Understand Review Communicate Implement References Chapter 19: Decolonization and Inclusion: Widening the Circle Indigenous Realities and the Origins of EDI Going Beyond the Performative Improving Inclusion with Indigenous Employees in the Energy Sector Developing the Stamina and Patience to Learn New Identity Skills References Chapter 20: Muslimophobia: Overcoming Religious Discrimination and Exclusion in the Workplace Theoretical Approaches to Muslimophobia and its Consequences in the Workplace How Can Muslimophobia Be Reduced? Practical Implications Future Directions References Chapter 21: The Reciprocity of Dignity: Transforming Us/Them Narratives Through Inclusive Dialogue Sharing Agency: Inviting Participation Honoring Voice: Asking Questions That Matter Nurturing Belonging: Strengthening Human Resolve Conclusion References Chapter 22: Social Justice Leader Case Studies Assessed Through the Lens of Connective Leadership™ Connective Leadership Model™ Case Studies Vicky Colbert, Founder and Executive Director, Fundación Escuela Nueva (FEN), Colombia, South America Chelina Odbert, CEO and Founding Principal, Kounkuey Design Initiative (KDI), United States, Nairobi, Kenya, and Sweden Profile of Leadership Behaviors Direct Set Relational Set Instrumental Set Conclusion References Chapter 23: Iran’s Woman Life Freedom Movement: How Leadership Emerged Introduction Ontological Clash: Where Did WLF Emerge From? Spaces of Negotiation: What Is Happening in Iran’s Streets? Liberating Practices of the Movement Current Practices Phase 1: Waking Up Phase 2: Reaching Out Phase 3: Building Community The Way Forward: Recommendations to the Movement Phase 4: Coalescing Phase 5: Creating Change Phase 6: Maintaining Summary References Index