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