scholarly journals Leadership Development as a Driver of Equity and Inclusion

2018 ◽  
Vol 45 (4) ◽  
pp. 501-528
Author(s):  
Sally M. Alvarez ◽  
Jose F. Alvarez
Keyword(s):  
New York ◽  
Leadership Development ◽  
Labor Movement ◽  
Leadership Roles ◽  
Key Factors ◽  
Successful Development ◽  
Successful Program ◽  
Innovative Leadership ◽  
Regional Labor ◽  
Equity And Inclusion

Cases presented in this volume highlight the need for innovative leadership development if young worker/activists are to prepare for leadership roles in established institutions that are facing radical economic and workforce changes. Focusing on one successful program in New York, the authors discuss the theoretical underpinnings, development, and outcomes of a multiunion, multisector program, noting its impact on the regional labor movement and analyzing key factors accounting for the program’s successful development of innovative-minded young leaders. The authors examine its usefulness in building inclusion and solidarity across dimensions of difference, including age, race, gender, ethnicity, sector, ableness, education level, industry, and more.

Using diversity, equity and inclusion to drive outcomes at CareerStaff unlimited

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Michael Guglielmo ◽  
Shawn Edwards ◽  
Frank DiBernardino ◽  
Matthew Coughlin
Keyword(s):  
Leadership Development ◽  
Human Resources ◽  
Change Management ◽  
Gender Equity ◽  
Clear Correlation ◽  
Leadership Roles ◽  
Content Type ◽  
Talent Retention ◽  
Equity And Inclusion ◽  
Customer Outcomes

Study level/applicability This case was designed not only for MBA and executive education but also undergraduate courses in human resources (HR), leadership development, HR metrics and change management. It is ideal for introducing the concepts of diversity, equity and inclusion (DE&I), the balanced scorecard and talent retention. Subject area The case deals with initiating and integrating DE&I programs into a company. It highlights how and when to start, change management issues during roll-out and convincing senior leadership why a program such as the one the protagonist started adds value to an organization. Case Overview In early 2018, Kate McKinnon, AVP of HR for CareerStaff Unlimited (CSU), a temporary staffing company and division of Genesis HealthCare, reflected on the late 2016 decision to develop women for leadership roles at the company. With a rather unconventional implementation of the Women’s Leadership Group (WLG), Kate successfully developed fifteen female individual contributors, many of whom were promoted to leadership roles by early 2018. Kate was concerned about maintaining the momentum necessary to continue (and expand) the program of identifying, developing, promoting, and retaining women and other diverse employees across the company. She also wanted to measure a clear correlation between the WLG and CSU’s financial and customer outcomes. It was time to plan phase two of the program, including further improvement of the DE&I efforts at CSU. Expected learning outcomes The learning outcome of this paper are as follows: focused programs, led by courageous and committed leaders, improve gender equity. DE&I is a business imperative, as much as a legal/risk challenge. To be understood, approved and communicated, HR Initiatives must add value and be aligned with the company strategy along with financial and customer outcomes. People development and growth contribute to top talent retention. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email [email protected] to request teaching notes. Social implications Given the issues the USA is encountering after the George Floyd death and protests, this is a good way to demonstrate how courageous leadership can start to facilitate change in organizations. Subject code CCS 6: Human Resources.

Critical Success Factors in Russian R&D Projects in the Real Economy

2010 ◽  
pp. 41-61
Author(s):  
V. Andreev
Keyword(s):  
Empirical Research ◽  
Critical Success Factors ◽  
Success Factors ◽  
Innovation Process ◽  
Real Economy ◽  
Key Factors ◽  
Industrial Products ◽  
Successful Development ◽  
The Real ◽  
Critical Success

The article discusses the concept of "success" in relation to innovative business and its performance. The quantity of innovative projects that can consistently overcome the stages of the innovation process to achieve the desired result is defined. The author presents the results of empirical research of successful and unsuccessful projects of leading Russian innovative companies in various industries, identifies key factors of successful development of new industrial products.

RAGE!, Retaliation, and Retribution: Recurring Themes in August Wilson’s Work

2021 ◽  
Vol 52 (5) ◽  
pp. 482-508
Author(s):  
Kimmika Williams-Witherspoon
Keyword(s):  
New York ◽  
Public Discourse ◽  
Washington Dc ◽  
The Public ◽  
Resistance Strategies ◽  
Black Bodies ◽  
Black Rage ◽  
Historical Moment ◽  
Equity And Inclusion ◽  
Movement Activist

Following the murders of George Floyd, Breonna Taylor and so many others, recent protest in Minneapolis, New York, Philadelphia, Chicago, Washington, DC, LA, Portland and a host of other locations, both, stateside and abroad are being framed in the public discourse as everything from radical resistance to public madness and everything in between. From the Black Lives Matter movement activist to Diversity, Equity, and Inclusion advocates, one of the key components in, both, radical resistance strategies or public expressions of cultural madness, is a ground swelling of rage! But what is rage? How can we recognize it? Historically, what has been the consequences of Black rage? And in this unique, historical moment, what if anything can be done to leverage it? Mining August Wilson’s work for definitions, instances, and consequences of Black rage, this paper interrogates August Wilson’s narratives on rage as a way to talk about the historiography and commodifying of Black rage as a way of victimizing and disposing of Black bodies in America. In this way, we hope to offer suggestions in this historical moment on how to leverage Black rage, rather than to be snared by it.

Renewed Activism for the Labor Movement: The Urgency of Young Worker Engagement

2018 ◽  
Vol 45 (4) ◽  
pp. 391-419 ◽  
Author(s):  
Maite Tapia ◽  
Lowell Turner
Keyword(s):  
Leadership Development ◽  
Labor Movement ◽  
Industrial Relations ◽  
The United States ◽  
Labor Movements ◽  
Right Wing ◽  
Young Workers ◽  
The United Kingdom ◽  
Movement Building

In this article, the authors consider the findings of a multi-year, case study-based research project on young workers and the labor movement in four countries: France, Germany, the United Kingdom, and the United States. The authors examine the conditions under which young workers actively engage in contemporary labor movements. Although the industrial relations context matters, the authors find the most persuasive explanations to be agency-based. Especially important are the relative openness and active encouragement of unions to the leadership development of young workers, and the persistence and creativity of groups of young workers in promoting their own engagement. Embodying labor’s potential for movement building and resistance to authoritarianism and right-wing populism, young workers offer hope for the future if unions can bring them aboard.

Assistant principal leadership development: a narrative capture study

2014 ◽  
Vol 52 (2) ◽  
pp. 173-192 ◽  
Author(s):  
Lisa Petrides ◽  
Cynthia Jimes ◽  
Anastasia Karaglani
Keyword(s):  
Leadership Development ◽  
School Leadership ◽  
Principal Leadership ◽  
Assistant Principals ◽  
Teaching And Learning ◽  
Assistant Principal ◽  
Leadership Roles ◽  
Content Type ◽  
Leadership Challenges ◽  
Teacher Professional

Purpose – The purpose of this paper is to contribute to the knowledge base on the ways in which assistant principals view their roles, and on the potential challenges involved in a distributed leadership model. Design/methodology/approach – The study employed a narrative capture method, in which assistant principals from two large urban school districts were asked to relate and self-interpret two leadership stories through a web-based narrative capture form. A total of 90 stories were collected from 45 assistant principals. Participants rated their stories based on a set of leadership indicators (including method of decision making and type of teacher interaction present in the story, among others); the results were analyzed statistically. Findings – Overall, participants tended to view their roles in terms of instructionally focussed leadership. However, leadership challenges emerged in several areas of leadership practice, including operational management and teacher professional development (PD). Demographic factors were found to influence leadership perceptions and practices. Research limitations/implications – This study begins to fill the empirical gap on assistant principal leadership roles, practices, and perceptions. Further research, using other methods (e.g. observation), is needed to collect evidence of in situ leadership practices of assistant principals, and how those practices impact and relate to school objectives for teaching and learning. Practical implications – The study sheds light on the leadership development needs of assistant principals and on the importance of ongoing, tailored PD, based on factors including where leaders are in their careers and how they envision their roles. Originality/value – This paper contributes to nascent scholarship regarding assistant principal school leadership.

Toward a Pedagogy of Self

2009 ◽  
Vol 111 (12) ◽  
pp. 2732-2759
Author(s):  
Craig E. Richards
Keyword(s):  
Leadership Development ◽  
Social Intelligence ◽  
Intervention Program ◽  
Research Question ◽  
Development Program ◽  
Self Awareness ◽  
Teachers College ◽  
Innovative Leadership ◽  
Core Skill ◽  
Journal Entries

Background/Context The literature on emotional and social intelligence, based on the theoretical constructs of several authors, identifies self-awareness as a core skill for leadership development. However, there is very little research or theory on how one might develop a pedagogy of self-awareness for leaders. Purpose/Objective/Research Question/Focus of Study This study describes an innovative leadership development program in self-awareness in the Summer Principals Academy at Teachers College. It describes both the theoretical and practical pedagogy of self-awareness training. What follows is a description of that pedagogy and some preliminary research results based on the journals and feedback of 45 students who completed the program in 2006. Intervention/Program/Practice The intervention consisted of daily 45-minute sessions of training in sensory awareness. The primary modes of training focused on breath, body sensations, listening, and visualizations. The training occurred as part of a five-day-per-week, six-week intensive leadership development master's degree program over two summers. Research Design Participants recorded their thoughts and feelings in semistructured journal entries immediately following the training sessions. At the end of each week, they reviewed their journal notes and wrote a weekly reflection on their experiences with the practice. In addition to the weekly reflections, they wrote three-week, six-week, and summative reflections on their experiences with the practice. These qualitative data were entered into NVivo software, coded, and analyzed for themes. Findings/Results The themes that emerged from the data led to the development of cognitive maps for practitioners that provide heuristics and developmental guides for practice, as well as refinements of the training protocols.

scholarly journals Race and Class in the Postwar World: The Southern African Labour Congress

2018 ◽  
Vol 94 ◽  
pp. 133-155 ◽  
Author(s):  
Duncan Money
Keyword(s):  
Labor Movement ◽  
Trade Unions ◽  
White Men ◽  
Race And Class ◽  
International Labor ◽  
Regional Labor ◽  
White Workers ◽  
International Labor Movement ◽  
Political Radicalism ◽  
National Framework

AbstractUnderstandings of class have often been highly racialized and gendered. This article examines the efforts of white workers’ organizations in Southern Africa during the 1940s to forge such a class identity across the region and disseminate it among the international labor movement. For these organizations, the “real” working class was composed of white men who worked in mines, factories, and on the railways, something pertinent to contemporary understandings of class.The focus of these efforts was the Southern African Labour Congress, which brought together white trade unions and labor parties and sought to secure a place for them in the postwar world. These organizations embodied the politics of “white laborism,” an ideology which fused political radicalism and white domination, and they enjoyed some success in gaining acceptance in the international labor movement. Although most labor histories of the region have adopted a national framework, this article offers an integrated regional labor history.

scholarly journals Women in oncology pharmacy leadership: A white paper

2019 ◽  
Vol 26 (1) ◽  
pp. 175-186
Author(s):  
Alexandra Shillingburg ◽  
Laura B Michaud ◽  
Rowena Schwartz ◽  
Jaime Anderson ◽  
David W Henry ◽  
...  
Keyword(s):  
Leadership Development ◽  
White Paper ◽  
Gender Disparity ◽  
Professional Organizations ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Call To Action ◽  
Current State ◽  
Key Issues ◽  
Development Committee

Gender disparity exists in leadership roles within healthcare. While the majority of the healthcare workforce is comprised of women, significantly fewer women occupy leadership positions, particularly at executive and board levels. As the field of oncology pharmacy continues to rapidly expand and evolve, an assessment of the current state of women in oncology pharmacy leadership roles is vital to the growth and development of the profession. In the fall of 2017, the Hematology/Oncology Pharmacy Association (HOPA) hosted a summit to explore leadership issues facing women in oncology pharmacy which have the potential to affect our membership and our profession. This meeting included invited participants from across the fields of oncology and pharmacy and was part of HOPA’s strategic leadership initiative developed through the work of the HOPA Leadership Development Committee in 2016. This promotes a primary goal of HOPA, which is to support oncology pharmacists as they assume leadership roles within their practices and within healthcare to assure oncology pharmacy is integrated into cancer care. The purpose of this white paper is to (1) summarize key issues that were identified through a membership survey; (2) review ongoing efforts to address the needs of female oncology pharmacists in leadership development; (3) serve as a call to action for individuals and professional organizations to assist with and disseminate these efforts and highlight available resources, and (4) to provide practical steps to meet the needs of individuals, training programs, and institutions/employers.

Hospitals, Insurance, and the American Labor Movement: The Case of New York in the Postwar Decades

1997 ◽  
Vol 9 (1) ◽  
pp. 74-95 ◽  
Author(s):  
David Rosner ◽  
Gerald Markowitz
Keyword(s):  
Health Care ◽  
New York ◽  
Los Angeles ◽  
Labor Movement ◽  
Fringe Benefit ◽  
Public Attention ◽  
Los Angeles Times ◽  
Telephone Companies ◽  
Drug Companies ◽  
Care Workers

In the summer of 1989, an extended strike by the various “Baby Bell” telephone companies, including those of New York, Massachusetts, California, and thirteen other states in the Northeast, Midwest, and West Coast, brought to public attention the importance of health and hospital insurance to the nation's workers. In what theLos Angeles Timesheadline proclaimed was a “Phone Strike Centered on the Issue of Health Care,” workers at NYNEX, Pacific Bell, and Bell Atlantic went out on strike over management's insistence that the unions pay a greater portion of their hospital insurance premiums. In contrast to their willingness to grant wage concessions throughout most of the 1980s, the unions and their membership struck to protect what was once considered a “fringe” benefit of union membership. What had been a trivial cost to companies in the 1940s and 1950s had risen to 7.9 percent of payroll in 1984 and 13.6 percent by 1989. Unable to control the industry that had formed around hospitals, doctors, drug companies, and insurance, portions of the labor movement redefined its central mission: the fringes of the previous forty years were now central concerns. In the words of one local president engaged in the bitter communication workers strike: “‘It took us 40 years of collective bargaining’ to reach a contract in which the employer contributed [substantially to] the costs of health care, ‘and now they want to go in one fell swoop backward.’”

Sign in / Sign up

Export Citation Format

Share Document