The paradox of diversity in leadership and leadership for diversity

Abstract

The paradox of diversity is that successful diversity interventions require leadership support when diversity in leadership positions is so evidently lacking. In order to explore this paradox in the UK, we examine progress towards demographic diversity in leadership roles in the higher education sector, a sector in which there is much espoused support for diversity. Through a critical and comprehensive review of the literature, we illustrate the persistent nature of inequalities that hinder diversity and inclusion in leadership. We examine studies on salient forms of inequality in higher education leadership including research on gender, ethnicity, class, sexual orientation and disability. We show that leadership diversity remains a significant challenge for the higher education sector. Drawing on the example of this sector, we demonstrate that leadership occupies a contradictory space in terms of demographic diversity, both as the focus of criticism due to its homogeneous profile and counter-intuitively as an essential force for progress towards greater equality. We investigate the paradox of the relative homogeneity of higher education leadership set against its role for championing and promoting equality and identify ways in which demographic diversity as well as the progressive potential of higher education leadership may be fostered.Le paradoxe de la diversité est tel que les interventions réussies en matière de diversité nécessitent le soutien du leadership alors même que la diversité dans le leadership fait défaut. Afin d’explorer ce paradoxe au Royaume-Uni, nous examinons les progrès dans la diversité des rôles de leadership dans l’enseignement supérieur, secteur dans lequel il existe beaucoup de soutien à la diversité.Grâce à un examen critique et exhaustif de la littérature, nous illustrons la persistance des inégalités qui entravent la diversité et l’inclusion dans le leadership. Nous étudions les formes saillantes de l’inégalité en matière de leadership dans l’enseignement supérieur, y compris la recherche sur le genre, l’origine ethnique, la classe sociale, l’orientation sexuelle ainsi que le handicap. Nous démontrons que la diversité dans le leadership demeure un défi important dans l’enseignement supérieur. A travers cet exemple, nous démontrons que le leadership occupe un espace contradictoire en termes de diversité démographique, à la fois en tant qu’objet de critiques en raison de son profil homogène mais également en tant que force essentielle pour progresser vers une plus grande égalité. Nous étudions le paradoxe de la relative homogénéité du leadership dans l’enseignement supérieur contre ses rôles de champion et de promoteur de l’égalité. Il s’agit d’identifier les moyens par lesquels la diversité démographique ainsi que le potentiel du leadership dans l’enseignement supérieur peuvent être encouragés.La paradoja de la diversidad trata de que las intervenciones exitosas de la diversidad requieren apoyo de la direccion cuando la diversidad en las posiciones de liderato està obviamente faltando...

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Four approaches to accounting for diversity in global organisations

“…In these situations, diversity managers can draw on the example of leaders and promote their activities often with leadership support and encouragement. However, leadership often lacks diversity in terms of gender, ethnicity and disability in many organisations (Bebbington & Ö zbilgin, 2013).…”

What disability? I am a leader! Understanding leadership in HE from a disability perspective

“…Several institutional barriers have been identified. The first barrier was managers' attitudes, which supports Bebbington and Ö zbilgin (2013). Managers are 'unlikely to notice the additional efforts expended on successful accommodation of one's condition, but very likely to notice when they are unsuccessful'.…”

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