Communicating About Diversity and Inclusion

Hayles, V. Robert

doi:10.1002/9781118764282.ch2

Cited by 14 publications

(10 citation statements)

References 36 publications

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“…Most importantly, communicating inclusion goals to employees has to be complemented with practices centered on social justice, spirituality, fairness, and shared principles (Hayles, 2014). Organizations that tend to satisfy employees’ spiritual needs enhance feelings of psychological safety by allowing employees experience respectful treatment: people realize that they are appreciated as human persons, a reality that in turn enhances purposeful behaviors, self-determination and belongingness (Rego and Cunha, 2008).…”

Section: Discussionmentioning

confidence: 99%

The role of spiritual leadership in fostering inclusive workplaces

Gotsis

Grimani

2017

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Purpose Inclusion is of critical importance to creating healthier workplaces, if the ongoing dynamic of workforce diversity is taken for granted. The purpose of this paper is to designate the role of spiritual leadership in fostering more humane and inclusive workplaces. Design/methodology/approach The authors review the extant literature on two distinct research streams, inclusion and inclusive leadership, and spiritual leadership, elaborate a mediation model, identify antecedents and outcomes, and articulate a set of propositions reflecting key findings. Findings The authors advance a conceptual model according to which inclusive practices founded on spiritual values will mediate the positive relationship between spiritual leadership and a climate for inclusion. They argue that calling and membership as components of spiritual wellbeing will reinforce employees’ experience of both uniqueness and belongingness, thus affecting their perceptions of inclusion and inducing multi-level beneficial outcomes. Practical implications Spiritual leadership assumes a preeminent role in embracing and valuing diversity: it embodies a potential for positioning inclusive ideals more strategically, in view of enabling employees unfold their genuine selves and experience integration in work settings. Social implications Spiritual leadership helps inclusive goals to be situated in their societal context; inclusion is thus viewed as both an organizational and societal good, embedded in social contexts, and pertinent to corporate vision, mission and philosophy. Originality/value The paper examines spiritual leadership as a predictor of climates for inclusion. Drawing on spiritual values, spiritual leaders display a strong potential for inclusion, facilitating diverse employees to experience feelings of both belongingness and uniqueness in work settings that assume high societal relevance.

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Section: Discussionmentioning

confidence: 99%

The role of spiritual leadership in fostering inclusive workplaces

Gotsis

Grimani

2017

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“…Inclusion in psychology can be operationalized by accommodating people who have historically been excluded based on aspects of diversity (Church et al, 2014). Incorporating inclusion and accommodations into space allows all individuals and communities to bring their whole selves to who they are (Ferdman, 2014; Hayles, 2014). When this incorporation is not met, the threats of exclusion result; this is especially true when systems, policies, and institutions have been designed with frameworks (e.g., ethnocentrism, colonialism; Adams et al, 2015; Chavez-Dueñas et al, 2019; Roberts & Rizzo, 2021) that only tailor to dominant groups (e.g., White Europeans).…”

Section: Incorporating Inclusion Into Collectivistic Psychological Le...mentioning

confidence: 99%

Liderando juntos y revueltos: A collectivistic leadership approach to address Latinx immigrant health and psychological needs.

Moreno,

Garcini,

Domenech Rodriguez

et al. 2024

Psychological Services

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Psychologists are positioned to help address societal and public health crises in beneficial ways, including collectively working with public sectors to serve marginalized communities. This article highlights the relevance of helping to address societal and public health crises with collectivistic psychological leadership approaches and uses Latinx psychology leaders for addressing the current immigrant needs among Latinx communities. We draw attention to the domains needed for collectivistic psychological leadership that are culturally nuanced and equity, diversity, and inclusion-focused to advance the well-being of historically marginalized immigrant communities. Finally, the article highlights how our collectivistic approach operates in the public sector by describing the creation of the Latinx Immigrant Health Alliance (LIHA) and targeted outcomes. Briefly, the LIHA informally started in 2017 and was founded in 2020 to fill a gap in Latinx immigrant health at the heart of systemic inequalities during the global pandemic, explicit anti-immigrant rhetoric, and anti-Latinx policies. The LIHA aims to collectively work with community organizations to promote Latinx immigration health research, policy, education, training, and effective interventions. We include future directions and opportunities for collectivistic psychological leadership to address today's complex social issues. In particular, we call for the translation of psychological methods and other skills (e.g., research, clinical skills, policy, quantitative and qualitative methodology) into public action for better wellness of our communities, as well as the advancement of social justice, health equity, and inclusion for historically marginalized communities. Impact StatementThere is a need for collectivistic psychological leadership among psychologists to address the complex current immigration needs and translate psychological knowledge into public action. Collectivistic psychological leadership can advance well-being and advocacy efforts and inform policy to promote wellness and advance social justice, health equity, and inclusion for historically marginalized communities.

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“…Racism is not only a destructive social behavior; it creates barriers in intergroup relations (Byrd & Sparkman, 2022). Anti-racism educators deconstruct racism and reconstruct equity and inclusion using a head, heart, and hand approach (Hayles, 2014):head: cognitive (applying knowledge, evidence-based data, and teaching factual information about racismheart: affective (showing empathy, demonstrating moral values, and offering emotional support and understanding, maintaining a psychologically safe environment for meaningful conversations)hand: behavioral (demonstrating interpersonal relationship skills, communication skills, human relations)…”

Section: Addressing Anti-racism In the Curriculummentioning

confidence: 99%

An Anti-racism Curriculum for Inclusive Teaching and Learning

Byrd

Scott

2023

Advances in Developing Human Resources

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Problem The field of human resource development (HRD) is recognized for its contributions to the body of literature on learning and performance. However, the lack of literature on problems emanating from the social systems (e. g. racism, sexism, ageism, sexual orientation, disability, to name a few) that create a barrier for optimal learning and performance is troubling. In this article, racism is called out as an enduring and pervasive social injustice that has become normalized and encompasses the whole of society as well as those spaces that are frequently occupied each day. Nonetheless the ideology of racism is egregious and continues to threaten individual well-being, dignity, and simply put, rights as a human being. As a program within numerous departments of higher education, the lack of literature that addresses racism and subsequently provide resources for educators is problematic. While it is understood that HRD is an interdisciplinary field that draws from multiple bodies of literature, the lack of contributions from HRD researchers, scholars, and practitioners on a topic that counteracts learning and performance is a problem. Solution HRD is uniquely positioned as a field of practice with an affiliate in higher education. HRD researchers and scholars are often instructors in HRD educational programs. This unique position can hugely impact what is learned and therefore what is practiced in the workplace. We propose a framework for an anti-racism curriculum in HRD educational programs that teaches students, the future workforce, how to recognize and disrupt racism and contribute to building workplaces that are equitable, fair, and psychologically safe. We use critical theory as a conceptual framework for an anti-racism curriculum that teaches students about the continued and pervasive system of racism.

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Communicating About Diversity and Inclusion

Cited by 14 publications

References 36 publications

The role of spiritual leadership in fostering inclusive workplaces

The role of spiritual leadership in fostering inclusive workplaces

Liderando juntos y revueltos: A collectivistic leadership approach to address Latinx immigrant health and psychological needs.

An Anti-racism Curriculum for Inclusive Teaching and Learning

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