Introduction to the special issue on diversity and leadership.

Abstract

Theories of leadership have neglected diversity issues. As the population within the United States and in countries throughout the world becomes increasingly diverse, the contexts in which leadership occurs within institutions and communities will also become increasingly diverse. Attention to diversity is not simply about representation of leaders from diverse groups in the ranks of leadership. Attention to diversity means paradigm shifts in our theories of leadership so as to make them inclusive; it means incorporating explanations of how dimensions of diversity shape our understanding of leadership. It means paying attention to the perceptions and expectations of diverse leaders by diverse followers and to how bias influences the exercise of leadership. Although leadership theories have evolved and reflect changing social contexts, they remain silent on issues of equity, diversity, and social justice. Theories of leadership need to be expanded to incorporate diversity if they are to be relevant for the 21st century amidst new social contexts, emerging global concerns, and changing population demographics.

Intercultural Leadership: Variations in Chinese Canadian Perspectives of Career Mobility into Senior Leadership Roles

“…They argue that new theory should explore how leaders with dual or more identities could provide excellent leadership based on their differences to North American leadership styles. The experiences of women in leadership in the workplace represents potential parallels and similarities to the experience of visible minorities in leadership (Ayman & Korabik, 2010;Chin, 2010;Eagly & Carli, 2007). While the experiences of each are qualitatively different, Ayman and Korabik (2010) argue women and visible minorities coexist in a symbiotic relationship.…”

“…Eagly and Chin (2010b) argue the paradigm shift to recognize ethnic identity in leadership style will make leadership and organizations more inclusive. Organizationally acceptable leadership practices have neglected diversity from a standpoint perspective and therefore need to be expanded if they are to remain relevant (Chin, 2010;Gardner, Lowe, Moss, Mahoney, & Cogliser, 2010).…”

“…This research goes beyond the paradigm of employment equity to explore bicultural identity within an organizational context and to critically investigate power structures that determine leadership roles. Inclusive organizational cultures could more effectively engage the talents of bicultural leaders and stimulate new ways of thinking about cultural diversity in organizations (Brannen & Thomas, 2010;Chin, 2010;Oliver, 2005).…”

“…In overall visible minority leadership representation and earnings, Chinese Canadians lag, despite having a large and well educated employee base (Catalyst Canada & Diversity Institute, 2007;Chin, 2010;Yap, Cukier, Holmes, & Hannan, 2010;Zong, 2007). Chinese and Koreans were the most educated but least represented in management roles, compared to 12 other ethnic groups in the Catalyst study noted above (see Appendix A.3).…”

Sustainable leadership pre- and within the 21st century

“…Although theories on leadership have evolved in the sense that they are more and more becoming mirrors to assist with reflecting the changing social contexts, they still do not assist with adequate voicing of issues around social justice, diversity and equity. In order to remain relevant in the 21 st century, leadership theories, thus, require an expansion of context, which should ideally incorporate diversity, amidst new social challenges, emerging global concerns, and changing population demographics (Chin, 2010 st century, and using what is called "contemporary leadership", it was noted that the way in which leaders made decisions, then, tended to perpetuate hunger, poverty, unemployment, inequality, corruption, terrorism and wars, lack of liberty and justice, and overall, an unjust global system. The same leadership style is also blamed for the current (Chin et al's 2012) notice able environmental destruction, which threatens present and future generations (see Şen and Eren, 2012).…”