Inclusive Leadership: Equity and Belonging in Our Communities

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