Inclusive Leadership

Per Jennifer Brown's definition in How to be an inclusive leader: Your role in creating cultures of belonging where everyone can thrive (2022), Active is defined as: 

In the Active stage, you put your learning into action. You take risks in the interests of positive change and embrace a mindset of failing forward. You allow yourself to be vulnerable. You share your story and seek out the stories of other people. You lead and participate in difficult and uncomfortable conversations as learning opportunities. You dive deeper into DEI and get personally involved. (pp. 10-11)

University of Minnesota. (2023). Tools for communicating about diversity, equity and inclusion. 

Catalino, N., Gardner, N., Goldstein, D., & Wong, J. (2022, December 7). Effective employee resource groups are key to inclusion at work. Here’s how to get them right. McKinsey & Company. 

Ferguson, J. (2022, March 7). Use sponsorship and mentorship to mitigate burnout, improve connection and increase representation. Forbes. 

MIT Center for Creative Leadership. (2021, June 16). 5 powerful ways to take REAL action on DEI (diversity, equity & inclusion). MIT Sloan School of Management. 

McKinsey & Company. (2021, February 11).  Psychological safety and the critical role of leadership development. 

Schaffner, D. (2023). How to create psychological safety in the workplace: Tips for leaders and peers. HR Gazette. 

Rezvani, S., & Gordon, S. (2021, November 1). How sharing our stories builds inclusion. Harvard Business Review. 

Tim Cook speaks up. (2014, November 3). Bloomberg Businessweek, 4401, 12–13.

Abbott, I. (2018). High-quality mentoring and sponsorship can increase diversity and inclusion. Modern Legal Practice, 2(3), 36-41.

Ayyala, M. S., Skarupski, K., Bodurtha, J. N., González-Fernández, M., Ishii, L. E., Fivush, B., & Levine, R. B. (2019). Mentorship is not enough: exploring sponsorship and its role in career advancement in academic medicine. Academic Medicine, 94(1), 94-100. 

Gómez, M. (2020). A research study on the emergence of employee resource groups at community colleges and their value for creating a sense of belonging in the workplace [Doctoral dissertation, National American University]. 

Hackman, M., Crowl, P., Bruchko, E., DuVernay, J., & Raza, S. (2021). Organizing and facilitating critical conversations around systemic racism: Opportunities and challenges. Journal of Library Outreach and Engagement, 1(2), 22-29.

Ito, A., & Bligh, M. C. (2016). Feeling vulnerable? Disclosure of vulnerability in the charismatic leadership relationship. Journal of Leadership Studies, 10(3), 66-70.

Jolly, P. M., & Lee, L. (2021). Silence is not golden: Motivating employee voice through inclusive leadership. Journal of Hospitality & Tourism Research, 45(6), 1092-1113. 

Oc, B., Daniels, M. A., Diefendorff, J. M., Bashshur, M. R., & Greguras, G. J. (2020). Humility breeds authenticity: How authentic leader humility shapes follower vulnerability and felt authenticity. Organizational Behavior and Human Decision Processes, 158, 112-125.

Randel, A. E., Galvin, B. M., Shore, L. M., Ehrhart, K. H., Chung, B. G., Dean, M. A., & Kedharnath, U. (2018). Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness. Human Resource Management Review, 28(2), 190-203. 

Robinson, D., Masters, C., & Ansari, A. (2021). The 5 Rs of cultural humility: A conceptual model for health care leaders. The American Journal of Medicine, 134(2), 161-163. 

Tedx Talks. (2017, October 17). Dare to be authentic | Erin Weed | TEDxBoulder [Video]. YouTube.