Minority Representation in Leadership

Turn your topic into keywords and a search

Write down your topic and underline the key concepts.

Minority representation in leadership

2. Write the key concepts down at the top of each column and brainstorm other terms that get at the same idea. You want to think of other ways people could talk about your topic.

List broader, narrower and related terms.

Key Concepts (use the columns to the right)	Concept 1 here	Concept 2 here	Concept 3 here
Identify broader, narrower, related terms here (think of as many as you can)	In most leadership positions, minority groups tend to be underrepresented.	Barriers to the advancement of minority leaders are prominent	Leadership styles among ethnic and minority leaders differ significantly from leaders in the dominant culture.

Key Concepts (use the columns to the right)

Concept 1 here

Concept 2 here

Concept 3 here

Identify broader, narrower, related terms here (think of as many as you can)

In most leadership positions, minority groups tend to be underrepresented.

Barriers to the advancement of minority leaders are prominent

Leadership styles among ethnic and minority leaders differ significantly from leaders in the dominant culture.

Record your searches

Name of database (where did you search?):

Lead Read Today

Search terms/strategies you used:

Representation, minority, leader, leadership, underrepresentation

Citation:

Nicholas, S. (2019, February 27). The importance of minority leader representation. Lead Read Today | Fisher College of Business. https://fisher.osu.edu/blogs/leadreadtoday/blog/the-importance-of-minority-leader-representation

Individuals from the minority groups are highly underrepresented in today’s leadership positions. The author suggest that minority followers may benefits significantly if they are well represented in top leadership positions as it is empowering and beneficial when minorities have leaders whom they can rely on. In addition, this aspect makes the minority followers feel understood and supported. Once minorities see their fellow minorities holding top leadership, they are motivated that one day they will be leaders. Such efforts can result to increased organizational diversity, increases productivity among other positive benefits.

When evaluating the impacts of female politicians being included into leadership positions, the author argue that this issue tends to cause casual impact on fellow women being promoted to leadership positions as well. To be specific, the article suggests that including female politicians in leadership positions would increase the number of female leaders in middle and top leadership positions. These perceptions are partly psychological as these supporters feel motivated and respected because their leaders believe that they are well represented. In this research, people talked longer than magnificent people once they saw the confident woman; after seeing a popular female leader to make them happier.

Name of database (where did you search?):

Harvard Business Review: leadership deployment

Search terms/strategies you used:

Leadership, minority, leaders, positions

Citation:

Sylvia, A. H., Carolyn, B. L., & Cornel. W. (2005, November 1). Leadership in your midst: Tapping the hidden strengths of minority executives. Harvard Business Review. https://hbr.org/2005/11/leadership-in-your-midst-tapping-the-hidden-strengths-of-minority-executives

Every organization values leadership, some enough to invest heavily in its production. However very few executives seem to appreciate the kind of talent they really need from a leadership growth engine under their thumbs. It is their minority leaders’ tough, overstretched yet still rich lives. In contrast, minority employees including women of color are encouraged to offer experience and support to outside work. This article explains the degree to which minority leaders participate in community involvement as well as other initiatives beyond their workplace which is more than their participation on training, mentoring and serving in the committee operations. The authors claim, if businesses learn to understand and develop the cultural capital they are, these unseen identities can be source of competitive advantage. It is, however, difficult to persuade minority people to accept and understand their duties off hours. Many people do not share anything about their private affairs due to lack of trust and confidence.

The authors identify four ways for businesses to harness secret skills: create a new level of consciousness about the life of unseen minority professionals; understand and improve their obligations; build trust through the emphasis on diversity; and enable minorities to concentrate on their overtime encounters, extraction and diversity to achieve leadership growth (Sylvia, Carolyn & Cornel, 2005).

Name of database (where did you search?):

American Psychological Association (APA)

Search terms/strategies you used:

Diversity, leadership, minority, women, leaders

Citation:

Claire, M. K. (2009). Corporate leadership: Building diversity into the pipeline. https://www.apa.org. https://www.apa.org/pi/oema/resources/communique/2009/08/diversity#

Claire in her article analyzes important measures to promote a diverse infrastructure of leadership, particularly policies and procedures for effective leadership and strategies for evolving organizational cultures. As impressive as Barack Obama’s election and Sonia Sotomayor’s appointment to the Supreme Court are, there are still obstacles to empowerment of minority leaders. The diversity in the lower levels of the organization has not over time turned out to be equivalent. Firms with high growth in leadership diversity usually earned strong, successful support from the top. Senior management should emphasize that diversity is welcomed and that the concept should constantly be reiterated at all time. The CEO is closely active in the implementation of activities, facilitates diversity assessments with senior managers of most organizations with strong track records, both directly and indirectly, and ties the diversity policy to the overall corporate strategy.

The author adds that Companies that pursue leadership inclusion most effectively include policies and procedures in people management that keep managers and executives responsible for meeting diversity goals and enable individuals to actively empower women and other minority groups. Monitoring techniques that can be implemented range from performance appraisals to quality checks, employee satisfaction surveys, inclusion intend success reviews and daily workforce population assessments. Approximately 75% of companies report linking diversity to leadership compensation and benefits either explicitly or implicitly. Diversity management is ideally structured to raise awareness of an organization’s demographic characteristics and to counter any harmful beliefs workers may have about ethnic minorities.

Systems can provide social support, growth and exposure to same-race / ethnicity or gender counselors and women leaders, encourage people to work in partnership, reduce the risk of recognizing structural problems for each person, request funding to resolve the concerns of equity, or take other constructive measures to change corporate culture. The equilibrium of work and life is progressively a challenge for men and women of all ethnic backgrounds. Leadership gender equality and the inclusion of family work initiatives are profound. 82% provided flexibility and 19% offered childcare for females in companies that hold half or more high-level positions versus 56% and 3 %, respectively in firms where female managers were not employed.

References

Claire, M. K. (2009). Corporate leadership: Building diversity into the pipeline. https://www.apa.org. https://www.apa.org/pi/oema/resources/communique/2009/08/diversity#