A Hierarchy of Learning Needs for Revolutionizing Inclusive Organizational Practices

Abstract

Problem Despite organizations adopting diversity, equity, and inclusion (DEI) in organizational initiatives, discrimination, and unjust practices persist. Consequently, organizational environments where individuals feel safe and valued are critical not only to organizational effectiveness but for individual learning, growth, and development. Solution Inclusive leadership models that: (1) integrate organizational learning as the driver for social transformation at the individual, group, and broad organizational levels and (2) develop inclusive leaders who espouse pro-diversity beliefs, enact social change and envision a workplace that values human relations as a basic need for achieving the highest possible degree of human well-being. Stakeholders Organizational leaders, human resource development educators, researchers, scholars.

Developing Attributes of the Leader: From Military Service to the Civilian Workforce

“…Supportive practices (e.g., employee resource groups) help create a culture of belongingness and an environment of inclusion (LePage, 2020; Liggans et al, 2019). This finding is consistent with recent authors who have advanced the inclusive leadership paradigm (Booker & Williams, 2022; Boutwell & Smith, 2023; Canlas & Williams, 2022).…”