In Inclusive Organizational Transformation, Dr Rica Viljoen acknowledges that diversity of thought presents both gifts and challenges to leadership in multi-national organizations. Here, Inclusivity is positioned as a radical transformational methodology with the purpose of unleashing the benefits of engagement and diversity of thought. Case studies from Ghana, South Africa, Australia, Peru and Tanzania are included and insights gained from the dynamics observed are shared. A synthesis of Inclusivity is presented in a model, meta-insights are derived and the prerequisites for Inclusivity on individual, group and organizational domain are illustrated.

Globalization, consumerism, legislation and human rights issues impact on workplace demographics, changing the very nature thereof. It is of strategic importance to ensure that the benefits of diverse viewpoints and stakeholders are leveraged. However the underlying worldviews of economists, business leaders and consultants are often informed from a Western paradigm and solutions proposed and interventions facilitated are not integrated, integral, systemic or congruent with the containing environment or ecology. In Inclusive Organizational Transformation, Dr Rica Viljoen acknowledges that diversity of thought presents both gifts and challenges to leadership in multi-national organizations. The existential question with which an individual is confronted impacts on his or her worldview. By continuously applying a specific worldview, certain gifts manifest. These are called Human Niches. Here, Inclusivity is positioned as a radical transformational methodology with the purpose of unleashing the benefits of engagement and diversity of thought. The process of Inclusivity enables organizations to optimize the gifts of and contributions from a diverse workforce and unleash tacit knowledge. Case studies from Ghana, South Africa, and one where the same strategy had to be implemented in Australia, Peru and Tanzania are included and insights gained from the dynamics observed are shared. A synthesis of Inclusivity is presented in a model, meta-insights are derived and the prerequisites for Inclusivity on individual, group and organizational domain are illustrated.

Embrace Diversity and Thrive As An Organization In the rapidly changing business landscape, harnessing the power of diversity and inclusion is essential for the very viability and sustainability of every organization. Talent who feel fully welcomed, valued, respected, and heard by their colleagues and their organizations will fuel this growth. We will only succeed in this transformation if those in leadership pivot from command and control management styles to reinvent how we look at people, every organization's greatest asset. It's also critical that we build systems that embrace diversity in all its forms, from identity and background to diversity of thought, style, approach, and experience, tying it directly to the bottom line. Inclusion: Diversity, the New Workplace & the Will to Change stands up and embraces what true diversity and inclusion represent to any organization in any industry-an opportunity. Open your heart and prepare to be inspired as award-winning entrepreneur, dynamic speaker, and respected diversity and inclusion expert Jennifer Brown shares proven strategies to empower members of your entire organization to utilize all of their talents and potential to drive positive organizational change and the future of work.

Globalization, consumerism, legislation and human rights issues impact on workplace demographics, changing the very nature thereof. It is of strategic importance to ensure that the benefits of diverse viewpoints and stakeholders are leveraged. However the underlying worldviews of economists, business leaders and consultants are often informed from a Western paradigm and solutions proposed and interventions facilitated are not integrated, integral, systemic or congruent with the containing environment or ecology. In Inclusive Organizational Transformation, Dr Rica Viljoen acknowledges that diversity of thought presents both gifts and challenges to leadership in multi-national organizations. The existential question with which an individual is confronted impacts on his or her worldview. By continuously applying a specific worldview, certain gifts manifest. These are called Human Niches. Here, Inclusivity is positioned as a radical transformational methodology with the purpose of unleashing the benefits of engagement and diversity of thought. The process of Inclusivity enables organizations to optimize the gifts of and contributions from a diverse workforce and unleash tacit knowledge. Case studies from Ghana, South Africa, and one where the same strategy had to be implemented in Australia, Peru and Tanzania are included and insights gained from the dynamics observed are shared. A synthesis of Inclusivity is presented in a model, meta-insights are derived and the prerequisites for Inclusivity on individual, group and organizational domain are illustrated.

In a time of increasing divisiveness in politics and society there is a desperate need for leaders to bring people together and leverage the power of diversity and inclusion. Inclusive Leadership: Transforming Diverse Lives, Workplaces, and Societies provides leaders with guidance and hands-on strategies for fostering inclusion and explains how and why it matters. Inclusive Leadership explores cutting-edge theory, research, practice, and experience on the pivotal role of leadership in promoting inclusion in diverse teams, organizations, and societies. Chapters are authored by leading scholars and practitioners in the fields of leadership, diversity, and inclusion. The book is solidly grounded in research on inclusive leadership development, diversity management, team effectiveness, organization development, and intergroup relations. Alongside the exhaustive scholarship are practical suggestions for making teams, groups, organizations, and the larger society more inclusive and, ultimately, more productive. Leaders and managers at all levels, HR professionals, and members of diverse teams will find Inclusive Leadership invaluable in becoming more effective at cultivating inclusive climates and realizing its many benefits—including innovation, enhanced team and organizational performance, and social justice. For more, visit: https://inclusiveleader.com

This book explores the opportunities, challenges, and effective approaches to organizational change regarding diversity, equity, inclusion, and belonging. Featuring application-based case studies and practical guidelines for meaningful organizational change, this book problematizes some of the current DEI initiatives in today’s organizations. It examines multiple forms of diversity (e.g., race, age, and mental health) from a variety of perspectives (e.g., leadership and employee), with case studies that demonstrate how changemaking efforts can be reimagined and implemented in better, more nuanced, and more sustainable ways to produce meaningful organizational change. Through these case studies, readers learn from organizations’ successes and failures in their attempts to implement DEI practices. Each chapter concludes with explicit practical implications and/or actionable recommendations for organizational changemaking. This text will make an impactful addition to courses in communication and diversity or organizational communication/change at the advanced undergraduate or graduate level, and will be an essential guide for professionals wishing to lead change in their organizations.

An inclusive organizational culture is not developed overnight; it requires a collaborative effort from the employees and the employer. Subsequently, developing an inclusive organization requires employees and employers to reflect on their actions and take purposeful steps to modify their behavior. For change to take place, an organization should create the space and time for staff development and provide the appropriate resources to engage all workers in the transformational process. Once an organization is committed to inclusive practice, it will yield substantial benefits. Sample Case Study: Upon reaching the immigration office, I could see the extended line for processing. After waiting for several minutes, I was called to go to the next available immigration officer. I handed the immigration officer my Jamaican passport. He then looked at me and tried to pronounce my name. His pronunciation of my name, 'Jowallah, ' was somewhat 'off.' He smiled with a bit of embarrassment and proceeded to ask me what kind of 'al-Qaeda' name was this...In this book, Dr. Jowallah addresses multiple themes and perspectives that must be addressed for organizations to develop an inclusive culture. This book also addresses difficult topics, using contemporary case studies and examples. In summary, there are over 35 case study scenarios and multiple reflection activities. The book is designed for individual use as well as for staff development professionals who have a passion for inclusion