inclusive leadership to support diversity in education sector

Workshopon:InclusiveLeadershiptoSupportDiversity

intheEducationSector

Uduak[Udy]ArchibongMBEProfessorofDiversity

Director,CentreforInclusionandDiversity

StrategicAdvisorforEquality,DiversityandInclusion

UniversityofBradford,UK

NaziraKarodiaProfessorofScienceEducation

ActingDeanFacultyofScienceandEngineeringUniversityofWolverhampton,UK

20 January, 20172

Overview

Context

© Udy Archibong University of Bradford 2016

Inclusive Leadership; why we need it?Leaders’ role in creating and leading diversity

Leading Diversity versus Traditional ManagementStructural inequality and leaders’ role in addressing it

Own strengths and development areas Personal action plan as an inclusive leader and creating

true inclusion in the workplace

What does diversity mean to you?

§ Factors that may contribute to identities§ Cultural Influences§ Encountering another cultures§ Not cultural facts, cultural possibilities§ Understanding stereotypes

20 January, 2017 POWERPOINT PRESENTATION TEMPLATE GREEN3

What is the most pressing reason for making diversity and inclusion a top strategic business consideration in your organisation?


Impetus for equality and diversity§ Ethical/values case – “It’s the right thing

to do”– Moral imperative – Diversity as everyone’s business

§ Regulatory case - “It’s something we have to do”

– Legislative framework– Professional requirements

§ Business case - “It’s the smart thing to do, and will improve our bottom line”

- Globalisation- Demographic context- Growing awareness of the realities of inequalities- Greater sense of corporate social responsibility- Benefits of diversity- Competitive labour market and skills shortage- Public demand

© CfID UdyArchibong Business case for Diversity

ProvenWiden talent pool

Employment of ‘best candidate’Flexible working arrangements

Staff are valuedStaff are motivated and

DevelopedLow staff turnover

IndirectBetter public image

Satisfying work environmentImproved staff relations

Increased job satisfactionIncreased productivity

Competitive edge

DebatableEmployees ‘give their best’

Staff more in touch with clientsEnhance innovation

Creativity and problem solvingBetter customer service

Improved qualityThe Benefits of Diversity

Reference:Kandola, R. and Fullerton, J. (1998) Diversity in Action: Managing the Mosaic (2nd Edition) London: Institute of Personnel and Development

The benefits of diversity

• Widening the talent pool

• Enhancing innovation, creativity and problem solving

• Competitive edge and reputation

• Building a healthier society


The Business Case for Diversity

©SHRM 2008

Fair and Inclusive Work Environment

Employee Satisfaction & Commitment

Employee Retention Productivity & Quality Products / Services

Customer/Member

Satisfaction

Customer/MemberLoyalty

1. Retention2. Repeat Sales3. Referrals

Increased Revenue & Profitability

Organizational Sustainability

The Business Case for Diversity

©SHRM 2008

From Currentq Workforce

q Workplace

q Community

q Marketplace

q Suppliers

To Diversity OutcomesWorkforce with Best Talent

Inclusive Work Environment

Positive Reputationin all Communities

Customer/MemberSatisfaction

Mutually BeneficialPartnership

To Business OutcomesQuality Solutions

Increased Performance & Innovation

New and Emerging Markets, Services, Products

Customer/Member and Employee Attraction and Retention

Potential gains in service, quality and cost savings

Monks K (2007) ‘The Business Impact of Equality and Diversity - The International Evidence’ Equality Authority and National Centre for Partnership & Performance


§ Creating diversity

§ Harnessing diversity

§ Leveraging diversity

§ Advancing and sustaining diversity

§ Transformational diversity

Exercise to determine perceived levels of engagement with diversity

20 January, 201711 © Udy Archibong University of Bradford 2016

A leadership style which embraces, encourages and taps into the creativity and ideas which come about in non homogeneous groups

Opportunity Now - http://diversity.bitc.org.uk/


20 January, 2017 POWERPOINTPRESENTATIONTEMPLATEGREEN 13

THE LINKAGE INCLUSIVE LEADERSHIP ASSESSMENT MODEL™

Inclusive Leadership versus Traditional ManagementTraditional Management •Effective and efficient utilisation of employees in pursuit of the organization’s mission, goals and objectives

Inclusive leadershipA comprehensive management process that addresses the

organisation’s infrastructures to create an environment that enables all members of a workforce to be productive, without advantaging or disadvantaging anyone

Inclusive leadership has 2 components

§As an individual – setting a tone for diversity

§As a power in the infrastructure – eliminating structural inequality

• How is inclusive leadership different from traditional management?

• What additional skills may be required?• Why might leaders avoid, overlook or resist inclusive

leadership?• What do leaders have to gain by becoming good at

inclusive leadership?


§ “Snapshot” of how your skills as an inclusive leader are perceived at this point in time

§ Identify strengths, target development areas and gaps, and set goals

§ Work with members of your team - discuss how to build on each other’s strengths, and act as peer coaches to support each other’s development goals

Developing your skills as an inclusive leader


Key components§ Setting a tone of inclusion and respect§ Counteracting cognitive bias and the dissonance that

comes when we find ourselves in settings which make us uncomfortable

§ Enhancing transcultural communications§ Facilitating emotionally-laden discussions§ Enabling “holistic” learning§ Increasing the capacity for reflection for its own sake§ Enhancing the capacity for handling conflict with

compassion for all parties involved§ Improving professional performance.


18

Contact informationUduak Archibong

Email: [email protected]: udy.archibong

Twitter: @uduakarchibong1

Nazira KarodiaEmail: [email protected]

Skype: nazira.karodia


inclusive leadership to support diversity in education sector

Government & Nonprofit