"This edited book highlights research on a variety of business topics such as diversity, equity, inclusion, and belonging (DEIB), change management, collaborative leadership, DEIB leadership, organizational development, organizational leadership, strategic management, shared leadership, and stakeholder development"--
This book explores the opportunities, challenges, and effective approaches to organizational change regarding diversity, equity, inclusion, and belonging. Featuring application-based case studies and practical guidelines for meaningful organizational change, this book problematizes some of the current DEI initiatives in today’s organizations. It examines multiple forms of diversity (e.g., race, age, and mental health) from a variety of perspectives (e.g., leadership and employee), with case studies that demonstrate how changemaking efforts can be reimagined and implemented in better, more nuanced, and more sustainable ways to produce meaningful organizational change. Through these case studies, readers learn from organizations’ successes and failures in their attempts to implement DEI practices. Each chapter concludes with explicit practical implications and/or actionable recommendations for organizational changemaking. This text will make an impactful addition to courses in communication and diversity or organizational communication/change at the advanced undergraduate or graduate level, and will be an essential guide for professionals wishing to lead change in their organizations.
The social and political changes of this era have created a fundamental shift in how businesses view the impact of diversity, equity, inclusion, and belonging (DEIB) in the workplace. Successful businesses are now achieved by incorporating DEIB initiatives and managing inclusive workforces. Thus, it is imperative to understand how leaders implement DEIB educational change initiatives as well as how they make significant, sustainable changes by utilizing communication abilities, conflict management skills, and servant leadership. Simultaneously, educational stakeholders must vet essential change management processes and principles. Implementing Diversity, Equity, Inclusion, and Belonging in Educational Management Practices is an indispensable reference source that provides an interdisciplinary perspective of how issues and challenges pertaining to DEIB affect organizational performance and educational management practices. It shares the experiences of leaders when DEIB issues arise and seeks areas of improvement. Covering topics such as diversity and inclusion leadership, culturally relevant mentoring, and STEM education, this premier reference source is a critical resource for directors, executives, managers, human resource officers, faculty and administrators of education, government officials, libraries, students of higher education, pre-service educators, researchers, and academicians.
The social and political changes of this era have created a climate change and fundamental shift in how businesses view the impact of diversity, equity, inclusion, and belonging (DEIB) in the workplace. It is essential to understand how leaders make significant, sustainable changes utilizing communication abilities, envisioning, conflict management skills, and innovative DEIB initiatives. However, leaders must be careful not to rely on anecdotal evidence as it does not always reflect DEIB realities. Implementing Diversity, Equity, Inclusion, and Belonging Management in Organizational Change Initiatives analyzes how leaders implement DEIB organizational change initiatives. It provides an interdisciplinary perspective of how issues and challenges pertaining to DEIB management affect organization performance. Covering topics such as inclusive organizational identity, socio-intercultural entrepreneurship, and supplier diversity programs, this book is an indispensable resource for business leaders, managers, entrepreneurs, academic administration, students and educators of higher education, government officials, researchers, and academicians.
Research has shown that having a diverse organization only improves and enhances businesses. Forbes and Time report that diversity is an $8 Billion a year investment. However, poorly implementing diversity programs have damaging effects on the organization and the very individuals these programs attempt to help. Poorly implemented programs can cause peers and subordinates to question decisions and lose faith in leadership. In addition, it can cause even the most confident individuals to doubt their own skillset and qualifications. Many organizations have turned to training to solve this complex issue. Yet still, other organizations have created and filled diversity and inclusion positions to tackle the issue. The effects of these poorly implemented programs are highlighted during strenuous times such as the latest COVID-19 pandemic. Marginalized people are more marginalized, and resources and support do not reach everyone. Tasks such as providing technical support, conducting large group meetings, or distributing work obligations without seeing employees on a daily basis becomes more challenging. Complex problems cannot be solved with simple solutions. Using organization development (OD) to develop a comprehensive change initiative can help. This book outlines how properly conducting an OD change initiative can effectively increase an organization’s diversity and inclusion -- it is grounded in research-based literature on diversity and OD principles. Many organizational leaders realize the key importance of diversity, equity, inclusion and multiculturalism in modern organizations. It is only through such efforts can organizations thrive in a networked world where much work is done virtually—and often across borders. But a common scenario is that leaders, recognizing the need for a diversity program, will pick someone from the organization to launch it. Perhaps the person identified for this challenge is in the HR department but has had no experience in launching diversity efforts—or even in managing large-scale, long-term, organization wide change efforts. But these are the challenges to be faced. This book quickly identifies some reasons why diversity programs fail and how to avoid those failures. The majority of the book highlights how to use OD to improve organization culture and processes to not only increase diversity and inclusion but develop overall organization talent and prevent personal preferences and biases from hindering the selection of the best talent for positions.
" The Principles and Practice of Educational Management" contains newly commissioned material from leading national and international authors who provide a review of relevant theory and explain relevant research in the field.
Awareness and inclusion are not enough to create effective change in organizations and society. Instead, organizations must implement strategies to ensure that they not only improve diversity, but also place their employees on career development plans that provide the best fit between individual and organizational needs as well as personal characteristics and career roles. Implementation Strategies for Improving Diversity in Organizations is a pivotal reference source that provides crucial research on the application of stratagems designed to increase organizational change, chiefly to integrate diverse individuals, including physically disabled individuals, women, and people of color, into the workforce. The book also looks at discriminatory practices involving the physical appearance of workers. While highlighting topics such as career development, lookism, and ethnic discrimination, this publication explores new, innovative ideas influencing the paradigm shift for the modern workforce as well as the methods of career development. This book is ideally designed for managers, executives, human resources professionals, researchers, business practitioners, academicians, and students.
Diversity of thought is the destination, but you don’t get there by accident, happenstance, or as the result of a lucky break. However, organizations that cultivate it will find that it is a driver of innovation and a competitive advantage. This book simplifies the steps your organization can take to make diversity of thought a core strategy. Rodney C. Austin, an accomplished Fortune 500 executive, shares what led him to appreciate what an asset diversity of thought can be at organizations, backing up his view with statistics, quotations, and resources to help others get started. He also answers questions such as: • How has affirmative action affected workplaces? • What are the benefits of cultivating diversity of thought? • How can you make diversity initiatives robust and inclusive? The author emphasizes that it is better to have small successes than to overcommit, underdeliver, and lose credibility. Achieve a culture of diversity of thought by successfully implementing diversity, equity, inclusion, and belonging initiatives with the insights and action steps in Thoughtful Diversity.
Black women’s marginalized experience has often superseded their impact at their respective workplaces. Usually, Black women’s ways of knowing and leadership are composed of practices that do not fit perfectly in our heterogenous ideal of leadership. It is crucial to share Black women’s ways of knowing and understand how Black women navigate their roles. Black Women’s Formal and Informal Ways of Leadership discusses how Black women’s pedagogies shape their navigation through life through formal and informal leadership roles. It empowers the various voices of Black women and challenges the idea of who we look at as leaders. Covering topics such as perception bias, emotional intelligence, and Black women stereotypes, this premier reference source is a dynamic resource for business leaders and managers, entrepreneurs, human resource managers, librarians, faculty and administrators of education, students of higher education, government officials, researchers, and academicians.
A multifaceted approach will be needed to fix the often-unsustainable challenges faced in the 21st-century academic arena. The trends in public and private institutions of education are more cutbacks, downsizing, mergers, sequestrations, lean process implementations, and the increase in hiring part-time workers over full-time workers. At the same time, the COVID-19 pandemic has brought with it an array of schooling challenges around organizational change. Some challenges are structural, some are political, some are human resources related, and yet others are symbolic. To fix these problems, there is a need to address a core issue: increasing student engagement. This requires a wholesale rethinking of what schooling can be. Multifaceted Analysis of Sustainable Strategies and Tactics in Education brings increased awareness to students seeking education and faculty navigating the politics regarding the challenges they face, awareness of the disempowered voices found in the halls of these institutions, and light to the challenges facing administration in education. Covering topics such as parental involvement, work-based learning, and academic success, this premier reference source is an essential resource for educators and administrators of both K-12 and higher education, pre-service teachers, teacher educators, government officials, librarians, researchers, and academicians.
