Inclusive communication: a tool for service innovation

Shute, Rebecca; Davies, G.; Clee, Shaun; Coupland, Tim; Melton, Jane; Forsyth, Kirsty

doi:10.12968/bjhc.2012.18.1.19

Cited by 2 publications

(3 citation statements)

References 12 publications

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“…Oosthuizen and Naidoo (2010) note that sustainable demographic changes depend on “active engagement of employers, employees and unions in workplaces in identifying equity issues and agreeing on response plans to address them.” Messaging about changes should be seen as a form of organisational sustainability (Leonard and Grobler, 2006). Shute et al. (2012) recommend distributing EDI information utilising models such as Habermas' Theory of Communicative Action , where focus is placed on intelligibility, truth, sincerity and appropriateness.…”

Section: Discussionmentioning

confidence: 99%

“…Messaging about changes should be seen as a form of organisational sustainability (Leonard and Grobler, 2006). Shute et al (2012) recommend distributing EDI information utilising models such as Habermas' Theory of Communicative Action, where focus is placed on intelligibility, truth, sincerity and appropriateness. Models such as this describe the value of leadership's openness and transparency in communications and ensure information is mindfully geared to individuals at each rank.…”

Section: Communicationmentioning

confidence: 99%

“…Continue to demonstrate quality LMX and transformational leadership skills. Ensure official communications are planned and include as many diverse perspectives as possible using communication models such as the theory of communicative action (Shute et al, 2012). Kotter (1996) recommends rewarding employees who exhibit or help with cultural changes.…”

Section: Diversity In Canadian Fire Departmentsmentioning

confidence: 99%

See 2 more Smart Citations

Extinguishing injustice: growing equity, diversity and inclusion in Canadian fire departments

Fredin

2022

IJES

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PurposeThis paper evaluates the value and necessity of greater equity, diversity and inclusion (EDI) in Canadian fire departments. Rather than focussing on changing hiring practices, the paper seeks to highlight how leadership can implement a culture of EDI that will encourage all people to participate.Design/methodology/approachFrom a leadership perspective, this paper aims to show how EDI can improve firefighter teamwork and job performance whilst satisfying moral obligations to better represent Canadian communities. Strategies and their limitations for communication and culture change are discussed.FindingsLeaders of Canadian fire departments can utilise organisational change models focussing on improved communication techniques and models to implement cultural changes needed to allow for more EDI. Specific recommendations based on business research into culture change, communication and EDI are outlined.Practical implicationsRecommendations to fire department leadership for cultural changes and communication are provided. Further, strategies and reasoning for why inclusive departments are more effective are given.Social implicationsCreating a more inclusive culture in fire departments will lead to an increase in applications from people who have not typically applied in the past.Originality/valueThere has been little research or recommendations on increasing EDI in Canadian fire departments through cultural changes. Most existing literature is vague and tends to focus on hiring practices over an analysis of internal culture. This article provides analysis of best business practices and applies those to the cultural context of fire departments to promote culture change.

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Section: Discussionmentioning

confidence: 99%

Section: Communicationmentioning

confidence: 99%

Section: Diversity In Canadian Fire Departmentsmentioning

confidence: 99%

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Extinguishing injustice: growing equity, diversity and inclusion in Canadian fire departments

Fredin

2022

IJES

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Scholarship of Practice in the Care of People with Dementia: Creating the Future Through Collaborative Efforts

Forsyth

Melton

Raber

et al. 2015

Occupational Therapy In Health Care

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A scholarship of practice approach sets the stage for collaborative partnerships across academic and clinical practice settings that result in positive gains for all stakeholders. These gains include an enhanced ability to generate and apply relevant evidence in practice, disseminate knowledge and innovation, and ensure best practice is relevant to and effective for, people receiving services and their caregivers. This paper discusses national and international examples of collaborative, research-based practice initiatives that have implemented a scholarship of practice approach. The exemplars described here are framed within the Model of Human Occupation, which addresses the importance of volition, habits, roles, environment, and performance capacities in facilitating engagement in occupation for people with dementia. Research that focuses on how therapists adopt and use evidence in practice, as well as the opportunities and challenges for supporting therapists and their use of theory and evidence are discussed.

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Inclusive communication: a tool for service innovation

Cited by 2 publications

References 12 publications

Extinguishing injustice: growing equity, diversity and inclusion in Canadian fire departments

Extinguishing injustice: growing equity, diversity and inclusion in Canadian fire departments

Scholarship of Practice in the Care of People with Dementia: Creating the Future Through Collaborative Efforts

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