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Diversity at Work: The Practice of Inclusion How can organizations, their leaders, and their people benefit from diversity? The answer, according to this cutting-edge book, is the practice of inclusion. Diversity at Work: The Practice of Inclusion (a volume in SIOP's Professional Practice Series) presents detailed solutions for the challenge of inclusion—how to fully connect with, engage, and empower people across all types of differences. Its editors and chapter authors—all topic experts ranging from internal and external change agents to academics—effectively translate theories and research on diversity into the applied practice of inclusion. Readers will learn about the critical issues involved in framing, designing, and implementing inclusion initiatives in organizations and supporting individuals to develop competencies for inclusion. The authors' diverse voices combine to provide an innovative and expansive model of the practice of inclusion and to address its key aspects at the individual, group, and organizational levels. The book, designed to be a hands-on resource, provides case studies and illustrations to show how diversity and inclusion operate in a variety of settings, effectively highlighting the practices needed to benefit from diversity. This comprehensive handbook: * Explains how to conceptualize, operationalize, and implement inclusion in organizations. * Connects inclusion to multiple dimensions of diversity (including gender, race, ethnicity, nationality, social class, religion, profession, and many others) in integrative ways, incorporating specific and relevant examples. * Includes models, illustrations, and cases showing how to apply the principles and practices of inclusion. * Addresses international and multicultural perspectives throughout, including many examples. * Provides practitioners with key perspectives and tools for thinking about and fostering inclusion in a variety of organizational contexts. * Provides HR professionals, industrial-organizational psychologists, D&I practitioners, and those in related fields—as well as anyone interested in enhancing the workplace—with a one-stop resource on the latest knowledge regarding diversity and the practice of inclusion in organizations. This vital resource offers a clear understanding of and a way to navigate the challenges of creating and sustaining inclusion initiatives that truly work.

In a time of increasing divisiveness in politics and society there is a desperate need for leaders to bring people together and leverage the power of diversity and inclusion. Inclusive Leadership: Transforming Diverse Lives, Workplaces, and Societies provides leaders with guidance and hands-on strategies for fostering inclusion and explains how and why it matters. Inclusive Leadership explores cutting-edge theory, research, practice, and experience on the pivotal role of leadership in promoting inclusion in diverse teams, organizations, and societies. Chapters are authored by leading scholars and practitioners in the fields of leadership, diversity, and inclusion. The book is solidly grounded in research on inclusive leadership development, diversity management, team effectiveness, organization development, and intergroup relations. Alongside the exhaustive scholarship are practical suggestions for making teams, groups, organizations, and the larger society more inclusive and, ultimately, more productive. Leaders and managers at all levels, HR professionals, and members of diverse teams will find Inclusive Leadership invaluable in becoming more effective at cultivating inclusive climates and realizing its many benefits—including innovation, enhanced team and organizational performance, and social justice.

Diversity at Work: The Practice of Inclusion How can organizations, their leaders, and their people benefit from diversity? The answer, according to this cutting-edge book, is the practice of inclusion. Diversity at Work: The Practice of Inclusion (a volume in SIOP's Professional Practice Series) presents detailed solutions for the challenge of inclusion—how to fully connect with, engage, and empower people across all types of differences. Its editors and chapter authors—all topic experts ranging from internal and external change agents to academics—effectively translate theories and research on diversity into the applied practice of inclusion. Readers will learn about the critical issues involved in framing, designing, and implementing inclusion initiatives in organizations and supporting individuals to develop competencies for inclusion. The authors' diverse voices combine to provide an innovative and expansive model of the practice of inclusion and to address its key aspects at the individual, group, and organizational levels. The book, designed to be a hands-on resource, provides case studies and illustrations to show how diversity and inclusion operate in a variety of settings, effectively highlighting the practices needed to benefit from diversity. This comprehensive handbook: * Explains how to conceptualize, operationalize, and implement inclusion in organizations. * Connects inclusion to multiple dimensions of diversity (including gender, race, ethnicity, nationality, social class, religion, profession, and many others) in integrative ways, incorporating specific and relevant examples. * Includes models, illustrations, and cases showing how to apply the principles and practices of inclusion. * Addresses international and multicultural perspectives throughout, including many examples. * Provides practitioners with key perspectives and tools for thinking about and fostering inclusion in a variety of organizational contexts. * Provides HR professionals, industrial-organizational psychologists, D&I practitioners, and those in related fields—as well as anyone interested in enhancing the workplace—with a one-stop resource on the latest knowledge regarding diversity and the practice of inclusion in organizations. This vital resource offers a clear understanding of and a way to navigate the challenges of creating and sustaining inclusion initiatives that truly work.

Purpose The purpose of this paper is to explore the challenges and opportunities created for inclusion by the election and installation of Donald Trump as the 45th President of the USA. Design/methodology/approach The paper uses the author’s personal and professional experience and perspectives to raise and address questions about the limits of inclusion, alternative perspectives on inclusion, and approaches for sustaining attention to and continuing to foster inclusion. Findings Although inclusion can be conceptualized in different ways, a nuanced and complex view that incorporates limits to tolerance of behavior that undermines inclusion along with clear rules of engagement, civility, and respect may be most useful and productive. Originality/value The paper applies a paradoxical perspective to understanding the implications of a Trump administration for the practice of inclusion, including those particularly relevant for organizational diversity and inclusion practitioners.

In a world in which more and more people confound and defy systems of social classification and are constantly crossing and often blurring cultural boundaries, it is important for one to consider identity in a multicultural perspective.

Examines the concept of cultural identity as a means of exploring the experience & impact of diversity at the individual level while maintaining the reality of group-level differences. Cultural identity is defined as the individual's personal image of the cultural features that characterize his/her group & how it affects his/her self-presentation. As related to diversity in organization, cultural identity has several implications for diversity research & practice, including organization socialization & intergroup understanding. It is also suggested that diversity training go beyond presenting lists of cultural features & that research be augmented by more qualitative methods. 2 Figures, 68 References. M. Greenberg

This chapter briefly discusses the relationship between inclusion and diversity, and develops the concept of inclusion and its various facets, as well as its manifestation in individual and collective behavior and in organizational practices. It argues that the core of inclusion is how people experience it—the psychological experience of inclusion, operating at the individual level (and often collectively as well). This experience of inclusion is facilitated and made possible by the behavior of those in contact with the individual (such as coworkers and supervisors), by the individual's own attitudes and behavior, and by the values, norms, practices, and processes that operate in the individual's organizational and societal context. Thus inclusion can involve each and all of the following: an individual or group experience; a set of behaviors; an approach to leadership; a set of collective norms and practices; or a personal, group, organizational, or social value.

Inclusive leadership creates and fosters conditions that allow everyone in diverse groups, workplaces, and communities—across and with their differences and without having to subsume or hide valued identities—to be at and to do their best, to see the value in doing so, and to belong and participate in ways that are safe, engaging, appreciated, and fair. Inclusive leaders facilitate participation, voice, and belonging—without requiring assimilation and while fostering equity and fairness across multiple identities. Inclusive leadership is the fulcrum of inclusion because it plays a pivotal role in magnifying inclusion within and transmuting inclusion across levels of analysis: it brings societal and organizational goals, values, and policies related to inclusion to life in everyday behavior and interactions, and detects and highlights relevant micro-level experiences and behavior, giving them meaning and addressing them at the organizational and societal levels. This (1) defines inclusive leadership through the lens of diversity, inclusion, and equity in a multilevel systems perspective; (2) discusses its pivotal role as a fulcrum or force multiplier, fostering and magnifying inclusion at micro and macro levels and connecting micro and macro aspects of inclusion; and (3) outlines key elements of inclusive leadership, including focal inclusive leadership behaviors.

The chapters in this volume explore cutting-edge theory, research, practice, and experience on the pivotal role of leadership in fostering inclusion in diverse organizations and societies. Together, they provide a multi-faceted and complex view of inclusive leadership. In this chapter we address four emergent insights about inclusion and their implications for the practice of inclusive leadership. First, inclusion is person-centered, in that it must be recreated in every relationship; thus, inclusive leadership requires adaptiveness and flexibility. Second, inclusion is multi-layered and systemic, requiring a range of skills and practices that span levels of analysis on the part of inclusive leaders. Third, inclusion includes intrapersonal, or within-person elements, requiring particular self-awareness on the part of inclusive leaders. Finally, inclusion is paradoxical, simultaneously incorporating seemingly contradictory elements, and so requires the capacity for complexity and for “both/and” mindsets and practices. We close by summarizing implications for cultivating inclusive leadership and by highlighting the importance of inclusive leadership in the world today and in the future.

A social psychological perspective is employed to explore the implications of cultural diversity for the processes of becoming & being literate. The connections are examined through an analysis of the relationship between literacy & cultural identity at the individual level in a multiethnic society, eg, the US. Distinguished from ethnic & social identity, cultural identity is defined as a psychological construct. It is argued that cultural identity at once derives from & modulates the symbolic & practical significance of literacy for both individuals & groups. Underlying this link is societal debate on the proper role of cultural difference & the relationship of individual to group. Literacy, it is argued, is an important focus for the debate because it is culturally framed & defined, so that different cultures & their members vary in what they consider to be literate behavior. In an ethnically heterogeneous society, in which individuals can vary in which cultural features they see as associated with their ethnic group, an individual's cultural identity can be an important influence on how he or she engages in literacy acquisition or activity. Furthermore, literacy education can also play a significant part in molding the person's cultural identity. If the goal of literacy acquisition for all is to be reached, it will be important to fully acknowledge & explore the connections of literacy & culture. 69 References. AA