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Leadership Reinvented Conceptual Map, hamza-pic, report-2015-paying-unfair…
Leadership Reinvented Conceptual Map
Chapter 2
LGBTQIA+
Challenges and Barriers
Harassments and mistreatment
Facing discriminations when hiring or even getting fired
What to do?
Diversity must be prioritized in the very core of the organization and not just for scoring brownie points
Advocating for inclusivity not only gives the LGBTQIA+ employees their rights, but also those who are allies for the community would be more prone to take jobs in the company due to its diversity.
Being intentionally inclusive to keep up with the changing consumer because when the employees and clients have the same sexual orientation, they are more likely to understand the market.
People of Color
Challenges and Barriers
Companies still are not making substantial changes when it comes to diversity
Facing blatant racism or unconscious bias, even the data indicate how few POC CEOs as in 2020, there are only four Black CEOs leading Fortune's 500 companies.
What to do?
Diversity alone is not enough, as we need inclusion as well because to really reach the highest potentials of the employees
Having a strong-diverse leadership that is able to empower people of color.
Women in Leadership
Challenges and Barries (pg. 42-43)
Fewer Connections : Men has higher chance of opportunities get more connection and networking than woman.
Bias and discrimination : Sexual harassment and toxic work environments happening in gender discrimination
Lack of Flexibility Balancing : A lot of company still implemented outdated role. Companies didn't address the issue will suffer lack of diversity
Old Stereotypes : Tends to value traits that are considered masculine than feminine
Reflection
The world showed us the impact of minority of people and the leaders are ignoring this problem. Looking at peoples personal traits to justify their ability is simply wrong. To change this, we need to use our ability to embrace our choice and choose the right side of the argument.
Chapter 5
Diversity Issue in sport:
70% of NFL players are Black, but the top management handled the protest horribly in 2019. Without leaders "fundamentally change the way they see the world", the lack diversity and inclusion "correlates with eventual failure" (Khan 106).
Diversity at workplace is conducive to the economic growth and consumer market expansion. In one sentence, "diversity is good for business". There are negative consequences for the company and society as a whole when women and people of color are underrepresented.
All 6 key people worked on the Pepsi ad were white, and the end product was insensitive and received backlashes. The leader should start with a simple question "who's not in the room?"(Khan 108). Being intentionally inclusive requires patience, but the the organization will benefit in the long run.
The author mentioned the importance of not excluding people for leadership opportunities. By inviting someone to take on a "leadership trial"(p 113), it can cultivate their leadership potential. Leadership experience is important to future leading opportunities.
Diversity is maximized through inclusion. Being inclusive make all the members feel welcomed in the company, which can help them do better work.
Besides making sure the safety of the team, a leader should pay attention to the social activities. Leader should keep in mind what the team member actually like to do when it comes to team building activities.
A Diverse Perspective
The unconscious:
If the lead belongs to the advanced group, it shall be avoided to give onto the minors' potentials. The preference on clansmen could cause unconscious bias. (Ex. Harvard's Implicit Association Test indicated that 75% hirers adopted white interviewees over that the black.)
The Solutions to Unconscious Bias:
1: Face yourself: A leader shall be able to realize the existing own biases (Using Implicit Association Test to evaluate for the index of discrimination (p.176) ).
2:Face your board: A leader shall be able to challenge the unfair and biased executive orders from the board. To Khan, an integrative board should be consist of comparable perspectives (p.110).
3: Face your processes: A leader shall be able to review and discover the biased decisions during the previous forming stage..
4: Face your team: A leader shall be able to understand the appearing new cultures and have a high adaptation while extracting the improper behaviors .
The integrity:
Holding commitments to diversity helps leaders to establish a great example from his/her practices instead of dissimulating. (Ex. People could post black squares to demonstrate their support to BLM, however, a leader with integrity should act like Jack Dorsey to carry out real values against fake respect on diverse).
"Call in, Call out": Conversation plays a big role to enhance subordinates' sentiments. Khan define "call in" as a private talk that requires leaders to have compassion and balance worker's pressure while facing a close conversation.
1: Face-to-Face conversation is preferred.
2: Subordinate's fear to unknown consequence could be eliminated by leader's tone and exposure of access.
3: The core of conversation should be focused on what mistakes the employee had made instead of questioning their purposes.
4: Since it is oral conversation, the efficient way to enhance the communication experience is to simplify the usage of vocabulary. A straight and direct message is all you need to take the call.
Enhance the HR Practice: The reward to practicing diversity in managing human resource is obvious (95% higher returns on equity (p. 117)). With inclusion and diversity, the leader could plant more potential competitive advances for further development.
