Since I can’t upload the video of the lecture this is the

Since I can’t upload the video of the lecture this is the video audio Script of the lecture: Inclusive leadership Lecture By Dr.IT

Hi! Everyone! This is back to soon. So this is the inclusive leadership lecture. Uh, I am re-recording it because those of you who attended yesterday. Um, Sometimes I was able to share this screen successfully, and sometimes I did not. Uh. And so, since you have to do a one page summary, I am going to go ahead and uh redo the lecture. So this is the lecture on inclusive leadership.

00:27

Um, it’s based on a couple of different uh research researchers. So uh breaking the zero, some game transforming societies through inclusive leadership. And you can see the uh reference there by Morgan.

00:42

Uh. So let’s go ahead and move forward. So there is a need for intercultural learning leadership. And so i’m going to define that a couple of different ways. But uh, suffice to say, when we start looking at the news.

00:56

Um! It is respite with people who need to really pay attention um, and such that we need inclusive leadership, so you could talk about what happened with it. Anti asian incidents.

01:11

Um! You can talk about uh women in Utah experiencing sexism. You can talk about the uh tops. Um murders that took place in Buffalo. Um! You can talk about a surgeon’s lawsuit regarding gender disparities in the workplace.

01:29

You can talk about a Canadian talk show host who was discriminated against. She believes, because of ageism and having the right hair. Um, you can talk about the Iranian women who are um marching for their rights in society.

01:46

You can talk about the Phoenix Sun owner who was fined, and they lose his uh uh organization because of his language in the workplace. Um! You can talk about the women in soccer um who have been dealing with uh abuse.

02:05

And then, last, but not least a more recent one was the Los Angeles Council Um. In the disparaging remarks that were said by their members. So all of that to say there’s a lot of people doing things badly.

02:22

And so there’s a need. And so how to address this. So let’s talk about the response. And so the response that we’re going to look at. There’s a couple of them

02:34

um and one that i’m hoping to help inform you of, so that you can see some of the possibilities available to you have to do with one of the hottest jobs, which is the Diversity Officer.

02:47

So really, this course was inspired by thinking about, How might we prepare you to be diversity, equity, and inclusion offices, and what might that look like?

02:59

Um. And so, in addition to maybe having those roles, and those roles are very important. Um, Because the research is very clear. Organizations that have those roles do better around the metrics around Dei.

03:13

But in addition, you can look at things like inclusive leadership, so he may not have that title of being a diversity officer, but you may indeed have the skill set which is having that intercultural leadership skill set, and what we talk about now in terms of inclusive leadership,

03:34

you also need to have what an intercultural competency around that to really address systemic change.

03:42

I wanted to also share Saint Marshall um, because she was one of the few individuals I learned about Saint Marshall when she was at at T, and she was their diversity officer, and she went ahead and became um a chief Chief Diversity officer for the uh Dallas Mavericks, and now she is the Ceo. So those people who are in those spaces can

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Unknown Speaker

04:10

end up running the organization. So I just wanted to share that

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Cynthia Sims

04:14

so? Why are we talking about diversity? What does it mean? Um, we’re going to tackle it. We’re going to talk about theories. So um i’m going to start off by really looking at uh leadership.

04:28

Um. And so what do we mean by leadership? How should it be defined? What is the impact of leadership.

04:34

You know, leadership has been under intense and rigorous study for the last few decades. The nature of both work and the workplace, as well as people in places has really changed. You know we now we’re seeing a majority minority culture for people under forty in the workplace in the Us. So the world has indeed changed. So we need leaders who have the ability to influence and motivate and enable others to contribute toward this, if

05:03

effectiveness of the organization, and really bring everybody in Um. Leadership is important because a lot of the success of an organization it goes from forty-five to sixty-five percent is is derived from the leaders. And so leadership style is important to know.

05:22

And so we’re going beyond. So did those traditional definitions of leadership which is influencing people. Um uh managing people in order to improve productivity and effectiveness.

05:36

I’m. All for those. Those are things that we all are held accountable for. But if we really want to make and maximize having diverse people in the workplace. Zoom, we need to figure out how to. We engage those individuals.

05:51

And so, um! I am a big proponent of adaptive leadership, and these are somewhat consistent with that.

05:59

So we’re looking at leadership that is socially responsible. It’s going to affect change on behalf of others. It’s collaborative. It’s a process. It’s not a position. It’s not something that you have to have a title to be a leader. It’s inclusive, and something that’s accessible to all people.

06:18

It’s value based, and when done well, it really can lead to community involvement and service. So it’s a powerful vehicle for leadership.

06:29

So let’s go ahead and talk about diversity and inclusion. And these are some of the questions we’re going to address,

06:45

focused around problems associated with diversity, such as discrimination, bias, affirmative action, and tokenism. And I’ve been around long enough where I did. Affirmative action reports so research on diversity, and this extensions is really concentrated on understanding both the positive and negative outcomes associated with difference.

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Unknown Speaker

07:07

Um. And the research continues to grow.

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Cynthia Sims

07:10

And so these are some of the insights um. And so we’ll be talking about those. And as the field has evolved, researchers have adaptively poised themselves to focus on the ways in which diversity can enhance work processes and organizational mechanisms that promote the potential value in diversity.

07:32

And there is very much research that when you have diverse individuals come together, you end up with more creativity, more productivity, if you’re able to harness that So that whole added, You know you can take flowers and uh dirt and water, and put them together, and you can either get products that grow and flower, or you can end up with mud, and we all would prefer to what end up with flowers.

07:56

So how do you create this environment where people flourish, and so, and have joy in their settings? And so really leadership becomes very critical in this.

08:08

And so that’s what we’re gonna be looking at leaders that can um exemplify and welcome and have a comfort with diversity. They ensure that there’s broad utility and application.

08:22

Um. They create opportunities for dialogue across various individuals and demonstrate strong authenticity in driving objective leadership. So leadership has really changed to focus now more around inclusion, and we’re going to talk about that next.

08:42

So when we talk about inclusion, you can see there’s a combination of facets. You’ve got assimilation, which is a top Right? You’ve got differentiation, which is bottom left You’ve got exclusion, which is top left,

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Unknown Speaker

08:59

and then you’ve got inclusion, which is really where you want people to be.

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Cynthia Sims

09:04

So. So, for example, at Pole, in the perspective, is the low B logging. This and low, unique combination labeled Exclusion. This is typified when an individual is ill treated as an organizational outsider with unique value in the work group

09:23

as opposed to other employees or groups who are considered insider. So you get that insider outside of distinction, and when people feel themselves as Alzheimer they have low social belonging and they’re more likely to leave. They’re going to be less engaged. So when the need for belonging is frustrated, there will exist harmful, cognitive, emotional, behavioral and health outcomes.

09:49

And so you can see here that as inclusion is high belonging this high value, and it’s when individuals are treated as an insider and are encouraged to retain uniqueness within the group. And there’s a lot of research that says when people can bring their authentic sales to work, not only can they bring value in their technical skills, but a lot of time skills that may be unique to them can really help differentiate and bring a value to the marketplace; that

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Unknown Speaker

10:19

those technical skills that they may have alone in that.

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Cynthia Sims

10:23

All right. So let’s go ahead, and I want to do some terminology with you. So let me go ahead and um break these terms down. You’re gonna see them, but it’s always good to have a baseline.

10:39

So I alluded to this earlier. What is diversity? So, broadly speaking, you’re talking about um multi-dimensional mixtures of people’s attributes, and perspectives and inputs So it’s the social identity. So those of you who did and all of you will do that sort of identity, will. What makes you unique?

10:59

Inclusion is systemic making means of making the resulting mixture. Work together homogeneously. So that’s what you’re looking at in terms of inclusion. Um, we’ve got equity there, and it’s a way of assessing fairness and justice. So you can see we’ve gone from Um!

11:18

What are your combinations of employees? What are their social identities in the workplace? Um. Are they representative of the Us. For those jobs? Specifically? What does inclusion. How well do people consider themselves inside us in the organization

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you’ve got equity, which is deal with fairness and justice, whether of outcomes or processes. So is there a level playing field?

11:46

And then we’re going to talk about inclusive leadership, which is the capability needed in managing people of diverse perspectives to lead to desired effective outcomes. So how well do you work with others who are diverse to get organizational goals?

12:04

So this leadership attainment entails doing things with people rather than two people.

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So

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inclusive Leadership ensures that there’s a climate that is installed where fairness is there people can have um participate. Um! There’s respect. There’s promoting competition and cooperation as part of the participated process. So that’s really what we’re looking at.

12:33

So, um. So how does this get done? So you need to have a global mindset. So if you’re in the Us. Or somewhere else, it’s really a measurement of the assessment of a series of sort of cross cultural skills and behaviors. And um,

12:51

so. And part of this is, you need to be self aware. And so we’re going to talk more about that. Um. But that really is the first step. You can’t manage

13:01

other People’s um uh social identity, characteristics and qualities and characteristics, unless you begin to know what yours are and be able to relate to them. So you need to identify your key stress target areas for improvement and create a successful action plan for development. And that’s what part of this course is going to be around about.

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Then the significant benefit is also you become greater empathetic skills. Um! When you have an organizational leadership perspective.

13:38

And so you increase the leaders ability to become aware of similarities and differences in relating to people and then responding appropriately. That’s really key. And then empathy. Empathy is always important, because there’s an emotional intelligence associated with dealing with people.

13:58

Scholars content that lead us with higher emotional intelligence, or Eq. Had better and deeper understanding. They’re more sensitive. Um, and they’re more aware of their employees feelings. So. And then we also have collaborative teamwork,

14:14

which is building relationships. So those are the competencies associated with it. And we’ll continue to talk about those

14:23

um there’s other different types of outcomes of inclusive leadership. Um! And i’ll talk more about that. Um. But really, uh, when we looked at research in the theory of inclusion,

14:37

and it predicts both creativity and uh citizenship uh that solar insider status um evidence of inclusion. Um, you end up with making sure that if you have inclusive leaders um positively impact uh creativity in the workplace. Diverse organizations are known to be more innovative, more adaptable. Um have better recruitment and retention of employee,

15:07

which, of course, lead to what enhance profit and corporate image. So these are things that are very important.

15:15

Um. So in summary, we increasingly live in a deeply interconnected global environment. And also research suggests that inclusive organizations with diverse work forces outperform financially those who are less.

15:33

As organizations strive to become more inclusive. It’s important that they focus on issues of inclusion,

15:41

climate, inclusive practices, and inclusive leadership.

15:46

So that is really the background. So i’m going to stop here, and then i’m going to pick it up and talk about the next, which is intercultural leadership, development, framework,