Deep-level diversity and leadership.

Abstract

In the special issue on Diversity and Leadership (April 2010), the authors made a strong case for the importance of diversity in workplace leadership, rejected premature declarations that workplace discrimination is obsolete, and called for leadership theories that acknowledge and promote the value of diversity. We appreciate all authors' stressing that the glass ceiling still exists, not only for women but for other historically low-power groups as well. We also agree that modern theories of leadership can benefit immensely from increased participation by scholars and practitioners who are not Western, White, upper-class men (Chin, 2010).

The Appeal of Transformational Leadership

“…Similarly, the results suggest that training programs that include leadership models which take into account individual differences more are preferable to a ‘one style fits all’ approach. For example, leadership courses could routinely include discussions about how deep level diversity issues impact leadership (Hiller & Day, ; Klein & Wang, ). The results also suggest that leadership courses should expose students to a variety of leadership models in order to foster a more nuanced view of leadership processes that considers the importance of followers.…”

A roadmap for the integration of culture into developmental psychopathology

“…These correlations become the scores used in analyses (Block, 1978). Race: a concept that has been challenged over its validity, meaning, and consequences and that sometimes refers to physical appearance or social disadvantages (Helms, Jernigan, & Mascher, 2005) Reappraisal: the manner in which individuals interpret an emotion-eliciting situation to modify its impact on emotional experience, and its regulation through cognitive changes after an emotion is experienced or by reassessing the situation that elicited the emotion (Matsumoto et al, 2008) Social-level cultural processes: an integrated constellation of community practices, a dynamic system composed of organized and causally connected practices, meanings, behaviors, and mental processes that are constantly renegotiated by the community and its members (Rogoff, 2003) Suppression: the inhibition of the behavioral expression of emotions and the modulation of emotional expression by defusing or controlling emotional conduct (Matsumoto et al, 2008) Surface-level diversity: research interested in visible and salient characteristics like race and ethnicity (Klein & Wang, 2010) includes three circles, culture, development, and psychopathology, and their intersections: culture and development, culture and psychopathology, development and psychopathology, and cultural development and psychopathology. The figure is aimed to (artificially) represent the interrelation of cultural processes.…”

“…Surface-level diversity is of great importance because these qualities are infused with cultural significance and may have important social repercussions, like stereotyping, prejudice, and discrimination (Eagly & Chin, 2010). Nevertheless, surface-level diversity should be considered alongside the assessment of deep-level diversity, which entails examining the heterogeneity of underlying psychological traits (Klein & Wang, 2010). Bronfenbrenner (1979bBronfenbrenner ( , 1986 examined social address models that focused on comparing the developmental outcomes of individuals from different ethnic or socioeconomic backgrounds, or of individuals residing in different communities (e.g., urban vs. rural) or countries, without scrutinizing family processes.…”

Barriers and Challenges Minority Men and Women Experienced With Senior Executive Service Advancement

“…Employees might experience similar perceived personal barriers and challenges related to limited interest in advancing, an unwillingness to take advantage of leadership development opportunities, or lack of understanding of SES qualification and selection requirements and processes (Marrelli, ; OPM, ; Xu & Thomas, ). However, discrimination, cultural differences, and personal biases might heighten the perceived career advancement barriers and challenges experienced by minorities (Dolan, ; Klein & Wang, ; Wesley, ). No published literature focused on minority men and minority women in the federal government and how employees perceive the influence of support received from agency leaders on SES advancement, which was an additional focus of this study.…”